Full-year Training Program & Membership

Everyone who attends a live or online Recruiter Boot Camp training program is automatically enrolled in our Performance-based Hiring recruiting community. All members receive one-year, 24/7 access to our enhanced online Recruiter Toolkit, plus personal coaching to become Performance-based Hiring certified. In addition, members can attend any live or online Recruiter Boot Camp workshop throughout their year of membership. We also have special low renewal rates for alumni of Recruiter Boot Camp.

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Alumni Annual Training Program & Membership Renewal:

Performance-based Hiring Alumni pay $360 for the year. Renew now!

When the supply of top candidates falls short of demand, you’ll need to rethink how you find, recruit, and hire top talent. The following checklist will help. Under conditions of talent scarcity, if you do the following steps as described, you will hire more top talent and close each search faster than ever before. Eliminate or compromise any one of them and talent quality and your personal productivity will suffer. This process is described in detail in my book, Hire With Your Head, but I thought this checklist would be a useful summary.

Over the past year, I’ve been making the case that the best people – the top-third of your future workforce – won’t look for jobs, nor decide which one to take, based on the primary sourcing processes you now use. Making matters worse, traditional behavioral and competency interviewing are not designed to differentiate between the best and least best of your fully-qualified candidates, even if you can find them. To address these issues, fundamental changes are required to improve the overall talent level of your company as the economy improves.

There was a great op-ed in a recent LA Times written by Jonah Goldberg, called Avatar and the Faith Myth. Mr. Goldberg, obviously a very educated person, at times complaining about the superficiality of the movie and at others describing the religious implications of the movie, both positive and negative, depending on your point of view of God vs. god. As for me, I thought it was great entertainment. I must have missed the religion connection, since all I noticed was that it was filled with great recruiting tips. 

Maximizing your use of time is the key to hiring more top performers. In a recent webinar with Jobs2Web, I described the sourcing sweet-spot. This is the point just before and just after a fully employed person decides to consider looking for another position. This time-frame represents the window of opportunity to hire the best passive candidates and early-birds with less effort and salary premiums than any other point.

"Things will get better for you when you get better."

Sage advice indeed, and now might be the best time to take heed.

Are you ready, getting ready, planning on getting ready, or waiting for some direction? While most companies are struggling and profoundly reducing their recruiting expenditures, there are a few who have established a below-the-radar "skunk works" to get ahead of the competition as soon as the downturn bottoms out.

As the economy tumbles, and companies right-size their recruiting departments, the bottom half is the first to go. Under this scenario, those formerly in the relatively secure 2nd quartile are now in the bottom half. So be wary or get better.