4.) Information Adviser:

The role of the recruiter is a lot like a consultant. Someone who understands his role as an adviser to the candidate and the hiring manager. He/she seeks to understand their unique problems and  determine the best fit for their needs.

 5,) Charisma:

 As Karl Malden would say, "Don't Leave Home Without It." It's a wonderful attribute. Charisma will inspire and energize everyone around you. That doesn't mean you…

It doesn't matter if I am a hiring manager or a candidate on the market or an event attendee (career fairs, open house, speed interviewing or whatever), it is pretty apparent that most of the folks that are recruiting for companies today do not have the skills, knowledge, or experience to meet the minimum expectations of the job.

 It is quite disappointing to see the skill level and caliber of many recruiters that reside in Corporate America today. Some have been promoted into their…

Rich Peterson thinks the challenge with Diversity Programs in general is that it is so hard to find companies willing to participate in diversity studies, the research is minimal.

Implementing strategies, programs and procedures to attract and retain talent including special emphasis on the attracting a minority workforce can be challenging. Knowing what works, what doesn’t and why is imperative! 

Establishing compelling employer brands and advertising campaigns that…

Rich Peterson's Ten Up and Down Sides for Diversity in the Workplace:

1.)        Upsides

a.)          Organizations that continue to hire, develop, and promote minorities consistently outperform their competitors in good economic times as well as bad.

b.)          Diverse workforces are better equipped to problem-solve and handle change.

c.)     Promoting diversity creates happier employees. Diverse teams are more creative…

Search Engine Marketing

Rich Peterson wants you to market your jobs on search engines. Rich says you’ll reach six times more potential candidates than Monster, Hot Jobs, and CareerBuilder combined.SEM is a powerful force that should lie at the core of your recruitment strategy.

Paid search - such as advertising job opportunities and driving traffic…

Attracting Talent: Good companies create a strong brand identity with their customers and then deliver on that promise. Great employment brands do the same, with quantifiable and qualitative results. As a result, the right people choose to join your company.



Selecting Talent: Management should implement proven talent selection systems and tools to create profiles of the right people based on the competencies of high performers. It's not simply a matter of…

Rich Peterson told government recruiters that broadcast advertising allows employers to create a greater sense of reality, immediacy and enthusiasm through sight, sound, and or motion.  It reaches a passive audience that might not otherwise be exposed to your message in the more traditional realm of print/classified advertising.

Although broadcast as a medium is generally considered "intrusive", "repetitive", and "annoying", these are actually the most important aspects of…

Cinema Advertising reaches a captive audience full of passive job seekers where you can have an incredibly high number of weekly exposures. One 10-screen theater will deliver your message over 1,500 times per week! For relatively negligible costs depending on the market, you will get as many as three viewings of your message prior to show time.

Rich Peterson encourages you to "Bullet Recruit" by targeting screens in the very neighborhood where you want your candidates to work…

Rich Peterson stated, Using, “non-traditional recruiting media,” is also a chance for you to convey something about your corporate culture and job opportunities to jobseekers.

1.) Signatures: Ask all of your employees, companywide, to put a footer in their e-mails reminding people that their, “company is hiring.” A signature can say "Note: we're hiring Star Developers, Energized Sales Managers and Effective Digital…