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…

Winning Formalized Internship Programs

These methods are based on organization's goal is to convert interns to full-time hires and is therefore paying its interns. 

Unpaid internships present a number of problems for organizations focused on intern conversion.

Rich Peterson firmly believes, if you follow these simple rules, you will Hit a Home Run.

 1. Furnish interns with real work assignments:

Furnishing interns with…

Tracking Metrics

Rich Peterson knows there are loads of articles about how the metrics behind recruiting drive the hiring process.

Recruiting metrics provide us an opportunity to take a analytical approach to hiring by allowing us to quantify the hiring process. Tracking day-to-day details provide us a look at the big picture.

Almost all HR metrics record history. It has little value in the fast-changing business world where any of your numbers, positive or…

Best Practices for New Employee Onboarding

Rich Peterson says, "Most new hires fail within 18 months on the job."

Smart Onboarding is critical in making career transitions much smoother.

Why Onboarding Matters?

It s proven that new hires without an effective onboarding program will fail over the course of their short lived career with your organization.

One of the important ways that HR can impact the workforce and…

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…

What you need to know when you're applying for jobs?

Rich Peterson said recruiters (Agency or Corporate)  surveyed spend 5 minutes or less reviewing candidate information and even more spend less than 2 minutes.

Given that you don't have much time to make a good impression, you really need to make sure the impression you make is a good one.

How to leap off the page in the first ten seconds someone looks at your resume.

Some "Basic" Tips. There are dozens…

...to convey the corporate culture and job opportunities. Media included:

a)    “Speed Interviewing like Speed Dating”

b)    Facebook, Twitter, LinkedIn, MySpace, other social networks

c)     “It’s a BLOG.” New Media Recruiting Tool

d)    LinkedIn. Huge and Underused for Recruiting

e)    Live Chats

f)     Purchasing Keywords

g)    Job Fairs

h)    JobsinPods

i)      Social Media

j)      Online Meetups

k)    Brazen…

Rich Peterson insists recruiting metrics are important.

The quantity of recruiter activity and quality of hires produced by a recruiting team are important figures to understand. Metrics can be used to judge recruiter performance, gauge the quality of employment brand, and develop effective and cost-efficient recruitment marketing.

However, when is all this data too much? When do you move from a smart strategy of examining the recruitment data generated by your team to an…

Richard N. PETERSON firmly believes….

There is No Truth. Just Perception.

Branding is also a major objective in implementing outreach and recruitment programs.

I am intimately involved in Employer Branding and Employee Value Propositioning.

Rich Peterson always stated that, "Your employer brand is who you are, and how employees inside -- and candidates outside -- view your agency."

It can't…

If employers act unilaterally to exclude all job applicants who have criminal records from jobs, then Rich Peterson concludes they run the risk of setting themselves up to charges of race discrimination and other allegations.

Employers can’t turn away potential employees simply because of a long-ago conviction that is unrelated to a job for which they are applying. i.e., DWI charges and the candidate is applying to be a store cashier. Employers cannot dismiss candidates based on…

Rich Peterson's Lessons from the Political Campaign Trail

Think your job search is challenging? How would you like to go on 100 interviews a month as other candidates try to discredit you and the media stands ready to report (and continually replay) any mistake or failing to a laughing public?

Next to running for office, a job search is a…

Rich Peterson asserts behavioral based interview questions are the most popular and overused among recruiters.

The purpose of behavioral questions is to identify how a potential new employee would act in future situations. Behavioral questions are always open ended, leaving the interviewee to fill in the blanks. To answer these…