Take it from a HR Professional, HR and Staffing are one. How? Why? Because in order for your HR department to add its maximum value, you must realize that Staffing and HR are joined at the hip. HR Managers, and Directors need to be connected to their recruiters, and Hiring Managers need to partner as one in order to reduce time to fill, and increase the performance metrics that are needed to find great talent. It is so key to know each other, to keep that department chugging along at its…

Oceanside, CA (PRWEB) March 21, 2011

Advanced Personnel Systems, Inc. (APS), the makers of SmartSearch®, an industry-leading applicant tracking system and recruiting business software solution, teams up with subject matter experts to present a series of best practices webinars in 2011. These informative, topical webcasts are presented as a value-added service for users of SmartSearch, and are open to members of…

It appears New Zealand and Australia are leading the way when it comes to one area of social recruiting.  Working with Deloitte New Zealand, we adopted an approach used by celebrities and politicians and applied this to a graduate recruitment context. About 15 months ago we ran our first interactive live streaming video show on our Facebook page. At the time…

As SXSW Interactive week came to a close, I took a look at what our recruiting team had accomplished in Austin, TX.  What I found most interesting was the realization that I was looking at measuring the success of our participation from a "recruiting" standpoint much differently than recruiters or recruiting management might expect.  In fact, in speaking to anyone else in the staffing or…

Nearly all of us faced challenges during the downturn-some more dramatic than others. The question is: how will business owners apply the lessons we've learned to make the most of their opportunities, internal and external?  - Randy Farnum, Planning For Growth in the New Normal

Back in late 2009 I wrote some content for an email campaign that went out to HR leaders, business leaders and talent…

A recruiter recently asked me an interesting question after a webinar I presented on conducting interviews.  She wanted to know the preferred medium for sending a rejection letter.  Should it be done by email, or with an old fashioned letter through the post?  It’s certainly a great question to consider, as it’s a sensitive subject.  What is the best way to deliver the bad news? 

The most important thing to remember here is the people you interview are human, and regardless…

Hold on to your hats because it’s time for all good little employees to get their dose of training! Your company has found reason to give its workers more knowledge on a particular subject, whether it is the integration of a new company wide program or leadership skills. Training usually ends up being the afterthought of doing anything new. A lot of companies think that their employees are super human robots that can pick up and go with something like a fish to water. It’s time for a reality…

One topic that seems to be a hot button for many is the lack of communication between applicants and employers.  Specifically, the communication (or lack there of) after an applicant submits a resume to an employer. 

When applicants submit resumes one of three basic things happen: 1) nothing, 2) an automated receipt, 3)  a call.

I won't give an automated receipt the time of day...it simply tells the applicant nothing other than their email works.  Of course…

Industrial espionage has been on the rise, along with employee theft.   Perhaps it is the bad economy or perhaps the overall loosening of ethics, but more employees, disgruntled and otherwise are stealing valuable proprietary data and attempting to sell it to the competitor.

French automotive giant, Renault, thought it had such a calamity where three of its employees where suspected of stealing sensitive documents related to Renault's electric car program and selling it off to the…

How can I check my recruiting process for adverse impact?

First, I commend you for stepping up to the plate and taking action to eliminate discrimination at your company.  Second, please check with your law team because I am not an attorney.

Very easy to do, not always easy to fix.  Adverse impact is defined by the EEOC as a substantially different rate of selection in hiring, promotion or other employment decision which works to the disadvantage of members of…

I recently was asked by an executive level candidate if I had noticed a shift recently in employers’ preference for “less experienced” candidates.  I had to answer yes – since 2001, I have seen a noticeable shift in some industries, except for maybe engineering and highly technical positions.  Not only is there a bias towards hiring employees who have less experience on the…

Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing. This week we'll be talking about Recruiters changing tactics, source of hire, Google's quest for a better boss, Facebook demographics and social media tips.

Here are the articles our that interested us this week (in no particular order), enjoy!:

 …

It happened this week, in some interesting way the challenges were there, my colleagues needed a freindly and positive outlook to spur them on their way.  Recruiters are much like sales people, they both need an inspirational word now and then.  As well my fellow sourcers on my team needed a pick me up, as one got down on himself, and another is new finding his way.  I am one who has to manage my desk in such a way as to lift others up.  Such a powerful thing is positive energy - case in…

Are doctor appointments still the standard?

Some of the most tenacious recruiters I know can get candidates to meet a clients whim, last minute, for what ever reason.

What has been the weirdest/best excuse you've heard of lately? (might have even recommended)

Scenario: My friend, Chen (name changed) is a graduate  from a university, well known for high caliber engineering graduates. He has had over a decade of experience in selling and overseeing engineering projects. He has had an extremely successful track record with his medium sized employer and is compensated at par with current industry standards.

Chen feels that he can keep doing this through his career but is convinced that it is driving him insane and he cannot carry on for…

The story…

I remember being told this story as a boy and it’s one of those that attached itself to my consciousness for no apparent reason… that is until today! I realise that it’s a metaphor for the struggle between the forces of in-house recruitment and agency recruitment. As with the story the outcome is by no means certain.

The story is set in the snowy Alps. The British spy (Agency) is being chased on cross-country skis by the Russian sniper (In-House). The Russian is faster…