By eliminating personal accountability, the highest volume referral programs lose all of the ‘oomph’ that makes the basic approach work.
To the extent that current systems perpetuate the myth that data constitutes a relationship, they are major contributors to the problem.
The next generation of job boards is emerging. They deliver more data to narrower audiences.
At the end of the month, I’ll be joining a fascinating group of presenters and professionals at the JobG8 conference in Orlando.
Victorio Milian stops by HREXaminer to talk about honesty and expectation setting in the recruiting process.
Question: How does your language, terminology used in recruiting, reflect the driving culture, industry focus of your company?
The metrics that are tied to organizational strategy and risk are the ones that the C-Suite really cares about.
Recruiters are like roadies. Our recruiting efforts only set the stage for the main event. The main event is the hiring decision itself.
Joel Cheesman just launched Morale.me, a mobile app that begins with a simple question: “How’s employee morale at your company?”
When marketing and recruiting are executed effectively it’s all about making the prospect of doing business with you so attractive that the normal dynamics of promotion become inverted.
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