recruiting

The Hub and Spoke Model for Passive Candidate Sourcing

Fri, 24 Jul 2009 12:00:00 -0800

Over the past few months I've been making some not-so-bold predictions about the demise of job boards and the rise of the "hub and spoke" sourcing model for finding a better class of active candidates. Rather than repeat the prognostication here, I'd suggest that despite the shift to this new and improved sourcing model, in the long run it might not really matter.

Recruiting Top Talent 2010 - Are You a Traditionalist or a Web 2.0 Free Radical?

Tue, 19 May 2009 23:07:12 -0800

Regardless of how tepid the recovery, sometime in early 2010 the demand for hiring will pick up, exacerbated by an increase in involuntary turnover. Once this happens, panic will ensue, with everyone gearing up to hire the best people they can find, at the lowest cost possible, and in the shortest period of time. How you respond to this pickup will be based on whether you're a traditionalist or a Web 2.0 free radical.

Traditionalists are those companies who will respond to this increase in hiring by aggressively seeking candidates to fill these open positions using the latest niche sites, adding Facebook pages, expanding their social networks, pushing their ads to blogs and user groups, and adding Twitter feeds to their new crop of career pages. By itself this is a reactive approach, built on using silver bullet tactics. It's a form of the classic req-driven, "needle in the haystack" sourcing model. With a well-known employer brand, it actually might work. However, when you strip away the bells and whistles, it's based on the flawed premise that top people will respond to negative, boring, and exclusionary ads if you post them in enough places.

Back to the Future: January 2010

Fri, 15 May 2009 10:59:25 -0800

Fast forward to January 15, 2010. What are some of the hiring challenges you're now facing?

An Action Plan to Convert Your Corporate Recruiters into Headhunters

Fri, 01 May 2009 12:00:00 -0800

In normal economic times, search firms make a lot of money placing candidates corporations should be able to find on their own.

What is Your Recruiting Strategy?

Wed, 22 Apr 2009 10:20:56 -0800

Do you have a recruiting strategy, or do you just adopt the latest fad and see if works? This probably won't work. Tactics don't determine strategy; strategy determines tactics. And when business conditions change, a company's strategy needs a corresponding change. So does the company's recruiting strategy. Some of these strategic changes are brought about by technology innovations, demographic shifts, changes in government policy, and economic cycles. Regardless of their causes, incorporating these changes and shifts into the business planning process allows companies to remain competitive.

Outliers and the True Secret to Success

Fri, 17 Apr 2009 12:00:00 -0800

For a number of reasons, Malcolm Gladwell's latest book, Outliers, is a good read for recruiters and managers, in fact, for anyone who wants to get ahead in life.

Is Your Recruiting Department behind the Eight Ball?

Tue, 14 Apr 2009 22:56:36 -0800

The expression "behind the eight ball" refers to a difficult position from which escape is highly unlikely. In pool it's not good to be behind the eight ball because hitting the eight ball first is an automatic loss. Most (not all) recruiting departments are in heavy reaction mode, struggling to keep their heads above water, or out of the line of fire until the economic storm recedes. Most are not investing in the future nor preparing for the turnaround. This mentality is a sure recipe for being well behind the eight ball as this recession clears. There is good news. Most economists agree that we are at or near the bottom of this economic downturn.

Adler's Recruiter Self-Development Plan

Fri, 03 Apr 2009 12:00:00 -0800

About 25 years ago when the self-help gurus came on the scene, I heard Jim Rohn say something that still sticks:

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

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

How to Do Twice As Much With Half the Recruiting Team

Fri, 20 Mar 2009 12:00:00 -0800

Times are tough. Even those companies that are doing reasonably well are cutting their recruiting teams by a minimum of 30% to a maximum of 90%, and tightening up expenses to the absolute barest minimum.

Use a "Skunk Works" Mentality to Rebuild Your Recruiting Programs

Wed, 11 Mar 2009 11:05:40 -0800

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.

Adler's 'Crazy Metrics' for Progressive Recruiters

Fri, 06 Mar 2009 12:00:00 -0800

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.

Recruiting Lessons from 'Fast Company'

Fri, 20 Feb 2009 12:00:00 -0800

The March 2009 issue of Fast Company lists its take on the 50 most innovative companies in the world.

Benchmark Your Recruiting Skills Using the New 10-Factor Recruiter Scorecard

Wed, 18 Feb 2009 11:46:39 -0800

Back in 1999 I developed the first competency model for corporate and third-party recruiters. It's still relevant today, but not quite perfect. Here's a free online version (with instant feedback) you can use to assess yourself and your team.

We're now putting a new recruiter assessment tool together, and the following are some of the updated factors we're considering. Please look them over, rank yourself and/or your team and tell us what you think. Then, text the word "sourcing" to 96625 and enter your score to see where you stand.

"Early-Bird" Strategies for Sourcing Top Sales People, or Sourcing Secrets of Top Recruiters - Lessons from a Top Candidate's Search

Wed, 28 Jan 2009 11:49:29 -0800

Performance-based Hiring is about recruiting top performers, and in today's economy recruiters and companies have a chance to pick up some really great talent. The key word here is "chance." One prerequisite to finding and recruiting top talent is that recruiters must understand the mentality of a top performer. If I had to sum it up in one word it would be "Picky"! Top performers want the right job, not just any job. The job has to offer a challenge and be with the right company and the right people, not to mention offering the right compensation and benefits package. While timing is important, top performers won't rush into taking just any job. They are confident in their capabilities, and their job search is part of an overall master plan.

Are You a Web 2.0 Wannabe?

Fri, 23 Jan 2009 12:00:00 -0800

If you don't invest in finding tomorrow's candidates today, you'll become history.