This morning it was widely reported that the "unemployment rate" dropped to 7.8% - and that most of the drop was "the fact that many people simply stopped looking for a job."  That comment is very disrespectful to unemployed people who are working harder than ever to find a job.



The rate that is reported as the unemployment rate by the Bureau of Labor Statistics…

Since 1981, I have worked with over 3000 hiring managers across the United States.  Most of whom have never been trained how to effectively interview.  If they haven’t been taught how to interview, they certainly have not been taught how to select the best fit.  Therefore, they bring their own unique interview techniques and questions to the interview party.  Of course, the candidates bring their own special treats to the interviewing party; and I will share some of those also.  Doesn’t it…

“Plan your work.  Work your plan.”  I’ve seen those words attributed to the great Green Bay Packer Football (not futbol) Coach, Vince Lombardi.  Trainers have applied those words to all sorts of training exercises, generally in business.  Why are they universally understood?  The quote applies to all areas of our lives.  It especially applies to successful recruitment programs.

What is the basic premise of Behavioral Interviewing?  Once we find a way to be successful…

A whole industry has been built around diversity.  Is that good or bad? 

Obviously when the Diversity industry was formed inside and outside of recruitment, it was critically needed.  Laws were written to make it illegal to discriminate against the protected classes of race, color, gender, religious beliefs, national origin, disability, genetic information, pregnancy or veteran status.  These laws need to stay in place because old habits are hard to break.  However,…

Since 1981, I have worked with over 3000 hiring managers across the United States.  Most of whom have never been trained how to interview.  Therefore, they bring their own unique interview techniques and questions to the interview party.

This is the beginning of a series of quick stories that my candidates have experienced.  The names have been changed - if there is even a name attached.  Of course, the candidates bring their own special treats to the interviewing party and I…

When I listen to recruiters discuss sourcing some have an amazing attitude.  They are like Labrador Retrievers on the search – pant, pant, pant, There!  Other recruiters act almost like sourcing is an imposition.  They want to try to find the easiest way to “screen out” candidates.

What is the correct attitude?  Well, recruiters who understand that recruiting is a sales process, enjoy the hunt for the perfect candidate.  Why is their attitude important?

What…

You may have noticed that I have an active imagination…Enjoy the ride!

Remember when you finished your last box of cereal and decided to stop quickly on the way home to replace it?  Dinner will be ready soon and this was going to be a very quick stop.  What would happen if your fictional experience at the Grocery store was the same as a group of candidates visiting your corporate website looking for your list of openings and desiring to simply submit their…

Since 1981, I have worked with over 3000 hiring managers across the United States.  Most of whom have never been trained how to interview.  If they haven’t been taught how to interview, they certainly have not been taught how to select the best fit.  Therefore, they bring their own unique interview techniques and questions to the interview party.  Of course, the candidates bring their own special treats to the interviewing party; and I will share some of those also.

The…

Recently when I presented the “Secrets of a Successful Job Search” at the University of Utah, I asked the participants “How many of you feel you have been discriminated because of your age?” About a third of the people raised their hands.

When you read about diversity recruitment most people discuss systems and solutions but I have yet to see anyone discuss the root problem. Possibly the reason that you do not see the root cause is that most people who write on the subject are outside…

Abraham Maslow developed his hierarchy of needs by studying successful people.  How does your company’s recruiting process match up with our human needs?

Obviously the physiological needs are taken care of through compensation and benefits.  Your company’s offers need to be competitive in order to attract the best candidates.  Compensation and benefits are generally only the tip of the iceberg.  Sometimes they are indicative of the company’s attitude toward its…

Of course you are saying, “What? How are the two connected?”

More ways than you may think.  Importantly, almost all of those players (candidates) were recruited by coaches (hiring managers) to create a cohesive team.

What does your recruiting team do?  Obviously they are working to source, identify, and recruit the candidates who will create a team that will produce positive results for your company.

Now let’s look at the “game.”  How is your…

“I recruit using Dice.” “I recruit using social media.”  “I recruit using LinkedIn.”  “What is the best job board to recruit Sales (or IT or Marketing or Finance, etc) candidates?”  These are all questions I have seen repeatedly in recruitment Yahoo! Groups or in LinkedIn Groups.

It appears that many companies confuse sourcing with recruiting, possibly since many sourcing tools try to sell themselves as recruiting tools.  While sourcing is certainly important, it is the third…

When a trusted employee is promoted into management, generally what is their first task?   Replace themselves.  How do they interview candidates for their replacement?  Go to HR and ask for a list of acceptable questions to ask.  If they are lucky, HR has a list of “approved questions.”  Are the questions targeting the skills required to be successful in the position?  Generally not, they are simply acceptable interview questions.  Do those questions include, “If you were an animal, what…

Some consultants would tell me, “It’s about time you jumped on the bandwagon!” Others would say, “That is so 30 seconds ago – now we are talking mobile recruiting!” Other consultants would say, “Certainly you have begun offering the new…!”



It is interesting to have over 30 years of experience in any field. It gives you a certain perspective that less seasoned (okay, younger) professionals do not have. Over those years in recruitment, you learn about people and their behavior, simply…

As I chat with companies regarding a potential recruitment contract, it has become apparent that many companies follow the same process as candidates.  They post jobs on the Internet and pray they will receive the best replies from candidates.  You see evidence of this on Yahoo Groups and occasionally in various LinkedIn groups when recruiters ask where they may post for different types of candidate.

A couple of months ago a Senior Corporate Recruiter informed me that they…

Remember the 1960’s?  Well, there are two generations who don’t.

If you were a candidate, there were three primary ways for you to find a job.

1)      Complete an application, drop it off with the Personnel Department, and hope the company called you.

2)      Become known as a contributor in your current company and be recruited by a recruiter or someone within another company who knows your impacts.

3)      Network with people who could help…

It is interesting to listen when companies complain they have difficulty attracting candidates from out of state.  With a little research, a consultant may easily determine why they are experiencing those problems.

Relocation of candidates requires an understanding of psychology, an understanding that recruitment is a sales process, and a recruitment process that does not interfere with those understandings.

One of my clients decided to transition an important…

Most recruiters, corporate and third party alike have discovered that a candidate’s acceptance does not automatically translate to their start.  Many events may occur to prevent the candidate’s transition to employee, particularly if they need to relocate.

Therefore it is important to keep in contact through the period between their acceptance and their start.  It is also good for the hiring manager to communicate their excitement that the candidate is joining their team. …

Hiring managers in many companies do not understand the value of an effective job description.  One client said, “Just find me C++ programmers.”  When I asked if he was mostly interested in application programmers or software engineers, he simply looked at me.  If we found the right people, we would not waste his time reviewing resumes.  After taking the time up front, he was happy with our results.

The job description is the foundation of an effective recruitment process. …

Have you ever sourced the Best Candidate; sold them on the opportunity with your company or client; worked with them through the interview process, answering their questions; helped the hiring manager determine the best compensation package; extend the offer that they accepted; and then lost the candidate to a counter offer?  If you have been in the recruitment business for any amount of time, you have experienced that sinking feeling when they stop returning your calls.

When…