working with hiring managers

8 Cool Ways to Engage Your Hiring Managers and Hire More "A-level" Talent

Fri, 29 May 2009 12:00:00 -0800

If it wasn't for hiring managers, recruiting would be so easy. But, alas, this is not to be. Instead, we can either confront them head on, or put our heads down in despair, and find still other perfectly qualified candidates they still won't like. Unfortunately, too many recruiters fall into this endless productivity-draining black hole, and wonder why the latest new sourcing wonder drug quickly loses its effectiveness.

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.

The UAW, the Detroit Bailout, and Related Sourcing Issues

Fri, 19 Dec 2008 12:00:00 -0800

A top-down command-and-control structure leads to power grabbing, not power sharing. It prevents people from seeing the bigger picture as groups defend their turfs and fight off change at all costs. This sounds like Detroit, and until Detroit develops and implements a customer-driven strategy with a culture of success before self-interest, the bailout won't work.

Using Situational Leadership to Assess Competency

Fri, 24 Oct 2008 08:33:41 -0800

We're working with a fast-growing security software company whose CEO is using Blanchard and Hershey's Situational Leadership model for their management development program.

Run Recruiting Like a Factory Manager if You Want to Hire More Top Prospects

Fri, 15 Aug 2008 12:00:00 -0800

I've been around a lot of years, and I can't remember a time when recruiters, recruiting managers, hiring managers, HR executives, and company leaders didn't complain about the lack of good candidates. When the Internet and job boards came along, we were promised the solution was at hand.

Your Recruiting Success Depends on How Well You Manage Managers

Fri, 25 Apr 2008 12:00:00 -0800

In a recent ERE article I made the case that a tipping point was close at hand for converting recruiting and sourcing into a scalable and systematic business process.

How to Control Your Hiring Manager Clients and Make More Placements

Wed, 17 Oct 2007 09:51:46 -0800

Our clients do a lot of dumb thing that cause us recruiters to work too hard. These all seem to fall into big buckets of lost opportunities. Here are the ones that head the list:

The Official Rules for Hiring Top Talent

Wed, 26 Sep 2007 10:27:46 -0800

Every sport has rules, even pickup games. We even have rules for our kids - when they can watch TV, play video games, go to bed, etc. Business has rules for just about everything - important things like capital expenditures, accounting, SEC reporting, and product design and testing; or less important things like how to dress, when to come to work, how to earn vacation, and how to fill in expense reports. What's surprising is there aren't any rules for what's supposedly the most important thing a company needs to do - hire and retain top talent.

Learn to Defend Your Candidate from the Competition and Dumb Decisions

Fri, 13 Apr 2007 12:00:00 -0800

The demand for top people has exploded. Part of this is due to demographics, a strong economy, and a widening gap between those with high-demand skills and available supply. Matters are made worse by the increase in workforce mobility, the blurring of the lines between active and passive candidates, and the transparency of the job market.

5 Critical Things Recruiters Need to Do to Become Partners With Their Clients

Fri, 15 Sep 2006 11:55:54 -0800

Our recently completed 2006 Recruiting and Hiring Challenges survey revealed some significant conflicts between recruiters and their hiring managers that aren't abating. Between 50 and 60% of the survey respondents indicated these were significant problems at their companies:

The Three Critical Things Recruiters Need to Do to Become Partners with Their ClientsOr, how to stop losing good candidates for dumb reasons

Wed, 13 Sep 2006 17:10:34 -0800

Our recently completed 2006 Recruiting and Hiring Challenges survey revealed some significant conflicts between recruiters and their hiring managers that aren't abating. Between 50-60% of the survey respondents indicated these were significant problems at their companies:

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."

The 15-Minute Hiring Manager Selection Training Course

Thu, 16 Mar 2006 12:00:00 -0800

I was recently reminded of an old story from my pre-ERE days and heavy recruiting days. You might find it useful as you attempt to train your hiring manager clients to become better at defining their real job needs and assessing candidate competency.

The Essential Elements of Every Great Hire

Fri, 16 Sep 2005 12:00:00 -0800

As I get ready for another great ER Expo in Boston (September 28-29, 2005) and a chance to meet old friends and make new ones, some big recruiting questions come to mind. Here's probably the biggest

How to Deal With Technical Managers and Other (Too) Bright People

Fri, 19 Aug 2005 12:00:00 -0800

Engineers and software development managers are the toughest hiring managers in the world to deal with. But that's only if you exclude sales managers, marketing managers, company executives, operations people, customer service managers, functional VPs, and of course, financial people at all levels.