What You Absolutely Need to Know About e-Learning

Wed, 06 Sep 2006 17:09:07 -0800

Congratulations! You made it this far without being scared off by the title of this article! You were able to get past your initial feelings of 1) "What am I going to do without my weekly dose of fabulous hiring tips?"; 2) "e-Learning? What does that have to do with my role as a recruiter?" and 3) "Why does Lou keep letting Jason write articles?" and are now ready to learn more about one of the most important aspects of training and development today.

The More Things Change...

Wed, 16 Aug 2006 16:50:50 -0800

Does this sound familiar? "We are treated as short order cooks with staffing reqs when a position is vacated". Or maybe this one hits close to home for you: "Our hiring managers have unrealistic expectations, expecting above average performances and backgrounds in candidates while paying average salaries". And two comments that really crystallize the frustrations that recruiters are feeling today: "Hiring managers won't put in the time to clarify their exact needs" and "My biggest frustration is manager availability - it is very difficult to get time with managers and move candidates through the interview process in a timely manner."

Questions and Answers on Building a Culture for Diversity

Tue, 18 Jul 2006 16:38:44 -0800

I get great emails from readers just like you who are dealing with the struggles of making a diverse workforce a reality. This week, I'm going to dig deep into the mail bag to share some of these questions, as well as my responses. I also have a free conference call coming up on Thursday, August 3rd, where I'll answer more of your real-time questions and show you how to build a proactive diversity pipeline. If you aren't seeing as many top diverse candidates as you would like, I urge you to sign up now. As always, you can send me questions at jason@adlerconcepts.com, and I promise to respond quickly to every inquiry. As you will see, no question is out-of-bounds; let's work together to make it happen! Now, on to your questions.

Diversity Hiring is a Process, Not a Project

Tue, 20 Jun 2006 16:30:27 -0800

In my article a few weeks ago, I described a framework that your company can utilize to get your diversity program up and running, and why it is critical that you begin immediately or sooner. I introduced the first four steps of the Kotter Model (1. Establish a sense of urgency; 2. Form a powerful guiding coalition; 3. Create a vision; and 4. Communicate the vision) which focused on how to get people motivated to undertake a change of this magnitude, how to create an appealing picture of the future and how to get this message out to your people in the most effective manner. I made the case that the viability of your company in the very near future will be defined by the success of your diversity efforts, and that information alone should motivate you to read the article if you haven't already done so. Go ahead, click the link, read the article, then come on back and join me. I'll wait, I promise.

Performance-Based Hiringsm - Case Studies

Wed, 24 May 2006 16:20:13 -0800

Let me begin by introducing a scenario that will include a question that many of you are quite familiar with, as well as an answer that will be very foreign to most of you. One of the people that I am featuring in this week's article completed a survey of all of her hiring managers about a year after implementing Performance-based Hiring. One of the survey questions she asked was, "What do you do when someone doesn't fit?" That question obviously isn't earth-shattering; in fact, I bet that many of you in recruiting and HR either ask or are asked that question on a regular basis. The answer that she received most often, however, will be reason enough for you to read on.

How to Make a Diverse Workforce a Reality

Tue, 11 Apr 2006 14:58:58 -0800

Over the past six months, our diversity sourcing and recruiting study has given me the opportunity to talk with people in companies large and small. I have heard of the myriad of challenges that you face in finding, hiring and retaining top diverse talent, as well as some wonderful success stories from companies that are doing it right. I want to give you one last chance to join in the online survey before I reveal the results on April 18th during a free conference call (Sign-up Now). When you take the survey, you'll let your voice be heard, plus I'll send you a free white paper with all of the best practices that we compiled throughout the study. Finally, thank you to everyone that has participated, it's been great learning with you!

What You Don't Know Can Hurt You

Tue, 21 Mar 2006 14:52:18 -0800

As I look over some of the initial results from our research study on how top diverse candidates seek out and accept new jobs, one thing jumps out at me: you get it. Across the board, from companies big and small, you know the most important reason for implementing a diversity sourcing and recruiting initiative. (By the way, if the collective you I just referred to doesn't include you, let your voice be heard by clicking here to take part in this massive web survey. You can also send me an email at jason@adlerconcepts.com and we can set up a 20-minute phone interview. Either way, you'll get a free white paper compiling all of the results and if we do a live interview, I'll give you some free advice to boot. That's a pretty sweet deal for just answering a few questions.)

Comparing Behavioral Interviewing to Performance-based Hiringsm

Tue, 14 Feb 2006 14:41:15 -0800

Why did I make the switch to Performance-based Hiring? Considering that I have personally trained hundreds of participants in behavioral interviewing and am a certified DDI facilitator, this was a big step for me. I have conducted so many behavioral interviews that I now say the mantra in my sleep: "Can you give me an example of a time when ..." I know this stuff.

Using Performance-based Hiring to Build a Diverse Workforce

Wed, 25 Jan 2006 14:09:11 -0800

I hope you were able to join us for our free Diversity conference call on January 19th. We revealed some of the best practices we have uncovered during our diversity sourcing and recruiting research study and discussed many of the challenges that companies of all sizes face (send me an email at jason@alderconcepts.com if you would like to participate in this important ongoing study). Isaias Zamarripa, the Director of Talent Acquisition and Diversity for General Mills in Minneapolis, was our special guest, and gave his wonderful insight into how his company finds and attracts top diverse talent. General Mills won the Latina Style magazine Company of the Year award in 2004, clearly showing that they put their money where their mouth is. I want to highlight a few of the points that we discussed on the call and describe how Performance-based Hiring can be your greatest ally in building a diverse workforce.