Registration fee: Waived, courtesy of TheLadders
As markets indicate an increasingly positive outlook for hiring, recruiters can expect mounting pressure from executive management to quickly fill both previously frozen and new positions.
Are you ready to ramp up to high gear and promise a 100% success rate?
If you’re answer is "yes", and you wish to begin to put recent rough quarters behind you, it is crucial to ensure that every recruiter on your team is working at their maximum potential.
Join us on September 16 and gain the expert advice you need to nail your "mission-critical" searches on every level. Together we’ll explore:
»Attributes and practices that differentiate good recruiters from great recruiters
»Strategies for streamlining the process, without impacting quality of hire
»Tips to recharge your staff and avoid the recruiter rut
»Key competencies and work habits of elite recruiters…
happening in the staffing trenches. CEOs are so far removed from general hiring decisions, and in fact, some are blatantly responsible for some of the worst hires in the company.
Like it or not if you cannot go directly to the hiring manager—go to HR—the last bastion for working with, or dealing with, the people who actually pull the trigger on hiring decisions…and that is the hiring manager(s).
You can have the best laid plans; the best budget outlay; and the best ATS and frontend recruiting teams on the planet—but if they who make your hiring decisions are out of sync with the quality mission—you’re sunk for as long as it takes you to clean up behind bad staffing decisions (which includes internal promotions and transfers as well). And in many bad hiring decisions--the problem is not readily discovered. Some really questionable hires can survive all the way to retirement.
And I get the need for identifying, attracting, landing and retaining “digital people” (or whatever the changing label happens to be)…But isn’t that the perennial leading edge mission we’ve been looking to do since the first wheel was fashioned and the "wheel maker" came after the "fire-starter"? I think everyone gets that--the challenge is to make sure the hiring manager does.…