Razz and Harass part 1 These days, things change faster than the jargon that describes them. For a couple of decades, it was the other way around. Marketing language evolved faster than reality. It is much cheaper to make a marketing claim that it is to deliver a customer reality. That’s what fueled the acceleration […]
The best candidate arrives prepared to negotiate from a position of strength. I wonder why that isn’t the clear objective of all employment sites. A candidate, fully armed with the right facts and details, fully qualified and vetted, is what you want the recruiting team to handle. “I have navigated your qualifications process, chosen my […]
This piece is 11 years old, from the Spring of 1999. In those days, the job boards that were about to die were the giants…Monster & CareerBuilder. Conventional wisdom held that no one really needed a gigantic database; that niche and regional job boards would quickly rep[lace the majors. It didn’t happen like that then. […]
Like lemmings, the vendors in our industry have latched on to the concept of retention as an alternative to solid Labor Supply Management. Like most ill considered fads, it’s just plain stupid as a generality. Sure, workplaces should be places that employees find challenging and like to visit. Certainly, equity (both financial and political) is […]
The temptation to hide incompetence with buzz words extends from business models to HR Strategies. We watch in wonder as lemmings who want a career in marketing try to talk about “modifying the value proposition”. We think this is something they do to avoid the harder work of identifying potential customers. “Modifying the value proposition” […]
The Top 25 Debate | Feature Our feature this week takes on the contentious issue of the effect of online influence. Recently we published our list of the Top 25 Influencers in Talent Management and it generated its share of controversy. The measurement and assessment of influence is in its very earliest stages. Much of […]
Knowing your needs and the issues that affect them is one half of the planning equation. The other, equally important facet, involves understanding your labor market. It is both possible and desirable to know, by name and other contact information, all of the people you could employ within your market. Narrowing it down to those […]
It is possible to know everyone you intend to recruit five years in advance. Not only is it possible, it’s the most strategic form of recruiting. By clearly articulating your requirements, you can transform Human Capital Acquisition from a reactive game into a proactive offensive strategy. The problem with the term “Human Capital” is that […]
May 13, 2010; 2:00 – 3:00 p.m. CDT Webinar Description: Recruiting is on the edge of a disruptive transformation. It’s happened in every related industry, from publishing and telecommunications to database structure and development. There is broad agreement that disruption is imminent. There is little agreement about what it looks like. John Sumser, widely regarded […]
Our List of the Top 25 Influencers in Talent Management generated its share of controversy. The measurement and assessment of influence is in its very earliest stages. Much of what you see in our various list projects boils down to experimentation This article includes a dialog with Marc Effron who helped us create the initial […]
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