The fastest way to succeed is to look as if you’re playing by somebody else’s rules, while quietly playing by your own. – Michael Korda
Losing a great candidate is a painful and disheartening experience.
I for one, beat myself and wonder what I could have done differently as I do a cerebral post mortem. Sadly, it is the occupational hazard with which we live daily and it is a part of the game of recruiting.
With that in mind, we all need to learn from our mistakes and do our best not to repeat them. Read more…
Start-ups and small businesses need creative ways to recruit top talent.
The same could be said for any size company, but the smaller guys need to find talent in a different way. If your company has three employees, the next person you hire is effectively 25 percent of your entire staff.
That’s a big deal. But how does a small company find the rich talent they need on their restrictive budgets?
You gotta be cheap and you need to be good. Pitch your company with the things that don’t carry a price tag. Read more…
Let’s face it — the active candidate has become a second-class citizen.
Conventional wisdom says that there continues to be a glut of in-transition executives in the job market. Just post a job on Monster.com and you can expect an avalanche of resumes to bury your inbox. Or, set your corporate recruiter loose on LinkedIn and within a few days, she will be sitting in your office with a stack of profiles from which you can choose your next VP of [insert job title here].
The only catch is that the vast majority of these candidates are either out of work or have something going on in their current companies that is pushing them out the door. Read more…
“The world hates change, yet it is the only thing that has brought progress.” — Charles Kettering
There’s been a lot written lately about “cultural fit.” In fact, you could say that cultural fit is the latest rage in talent acquisition.
In an article in the American Sociological Review, Northwestern Professor Lauren Rivera concludes that companies are making hiring decisions today “in a manner more closely resembling the choice of friends or romantic partners.” Read more…
Editor’s Note: Sometimes, readers ask about past TLNT articles they may have missed. That’s why on Fridays we republish a Classic TLNT post some of you have asked about.
Tried-and-true recruiting and interviewing tactics are great, as long as they keep on working.
But would you know, really, if they weren’t? How can we imagine the team we didn’t build, or gauge the hypothetical performance of the passed-over candidate who seemed too anxious? We can’t, and that’s why recruiting and hiring decisions are so important. Read more…
Between January 1, 2010 and March 2012 there were 157 venture capital transactions, totaling $966 million, funding companies focused on solving HR and recruiting challenges.
That’s great news for the HR industry because it means access to new tools and technology designed to help source, recruit and retain new talent.
But here’s the bad news: Three out of four of these new businesses will never return investor capital — they’ll fail.
But what if the problem isn’t with their technology? What if the problem is our fear of failure? Read more…
More technology start-ups will be looking to hire than at any time in the last four years, says Silicon Valley Bank, but they worry they won’t be able to find the talent they need.
Even as most leaders and founders of the firms surveyed by the bank for its annual Startup Outlook report say conditions in the U.S. are better this year than last, the number of them who report hiring talent is their biggest challenge has grown. Nine out of 10 executives report finding and hiring the talent they need is their biggest challenge.
The annual survey says 87 percent of the tech start-ups reported plans to add staff this year. That’s up four points from last year, and 14 points from the first survey conducted in 2010. Read more…
“Death by interview” is the harsh but unfortunately all-too accurate name that I give to the majority of corporate interview processes because of the way that they literally abuse candidates.
“Death by interview” is worth closer examination because harsh treatment during interviews impacts almost every working American, simply because each one of us is subjected to many interviews during our lifetime.
The hiring interview shares a love/hate status, where even though applicants initially hope to be granted an interview, once they are finally notified, they almost universally undergo a wave of stress and painful memories that causes them to stop looking forward to them. Read more…
With only days left before this year’s college seniors become alums, those who don’t already have jobs are going to find it as hard to find work as last year’s grads did.
And for those in the liberal arts, three different surveys of hiring managers and recruiting leaders recently found that employers are only planning slight — if any – increases in the number of entry-level grads they bring on board.
Most striking about the surveys is that while they measured different aspects of hiring plans, and talked to different types of companies and employers, the bottom line was the same: entry-level jobs in a grad’s field are few. Read more…