One trend I have seen in my last 20 years in recruitment with recruiters, TA leaders and HR, is people struggle to tell a business leader 'No'. Some of this is on the business leader as they like to continue the tone of a master/servant relationship. Some of this is on the recruiter, HR or [...]
Category: Strategy & Leadership
Purple Cow’s and Garden Gnomes: HR & Talent Acquisition could do better job at self-promotion.
I am not talking about posting articles online about your employee brand to attract talent. What I am talking about is, when it comes to the HR and talent acquisition function, self-promoting internally about their value and achievements. I have seen some great programs and initiatives that HR creates and promotes to the employee population, [...]
Impact And Influence Without Authority – Reducing Agency Spend.
Getting people to change how they do things is probably one of the greatest skills a leader can possess in business. Actually, it’s a skill that even if you are not in a direct position of authority, it can be a powerful tool to know how to influence those we interact with in business to [...]
Open letter to the CEO and CHRO. You’re disconnected on Talent priorities.
Dear CEO and CHRO, After years of reading those McKinsey and Gartner ‘what are the CEO’s priorities’ survey results, I felt I needed to send you this note. Chances are, you may have also read and possibly participated in those surveys as well. For the last 5 years, those survey results found that identifying, attracting, developing [...]
The secret to a world class Employee Referral Program
If Employee Referrals are not your number one source of candidates at your company, then you are doing something wrong. Many articles and studies have shown that employee referrals are consistently the best quality of hire you can make. Here is what I have found personally, and you will also find similar approaches from companies [...]
Recruiting Metrics: 100% Irrefutable or 80% Directionally correct?
Let me tell you a story. The names have been changed to protect the guilty. On a monthly basis I used to sit in the executive team meeting where each department leader would share progress against their goals/KPI's. This one particular leader on the HR team, month over month, used to show every data point [...]
Talent Advisors need space
The term Talent Advisor in recruiting circles has been thrown around for some time now. I personally like this definition (yes I wrote it about a year ago) 🙂 “Talent Advisors are a trusted recruiting partner to the business who consistently delivers the best candidates in support of the business mission while continually improving the [...]
Flying under the radar is dumb
I am still surprised hearing Recruiting and HR leaders using language that is akin to trying to fly under or stay off leadership radars. Don't use phrases like 'I want a seat at the table' when you're not willing to take risks by sticking your neck out to show executive leadership that you're not satisfied [...]
I love back of the napkin math
I am a data wonk and have built a career around knowing how to analyze the heck out of nearly every aspect of recruiting to help tell a story a business leader understands. There are times though, where you don't need to over analyze the numbers to prove your point. As I like to say, [...]
A Better Way To Assess Exceptional Vs. Average Performance In An Interview
I want to give you a blueprint for what I believe based on my experience and research is the best way to structure your interview framework to produce a more optimal outcome to identify a higher-performing employee. If you’ve read me in the past, you know I like to get as specific as possible so you [...]