Archive for Recruiting
Hiring 3.0 Book Now Available
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Now Available
My new book “Hiring 3.0 New Rules For The New Economy” is now available. In this book you learn how to adjust your recruiting and hiring processes to best take advantage of the new economic realities. New competition and a glut of applicants are just two of the challenges being encountered. You learn how to integrate all of the Selecting Winners tools and techniques to form a successful staffing process.
I spent a considerable amount of time making this book as readable as possible. Rather than present a lot of theory, the book gets right to the point with usable strategies, techniques and tools. It is a quick read with each concept presented in short manageable sections. However, I did not leave out any of the important information.
Please take a minute and check it out at: http://www.Hirng3.0.com You can read excerpts from the book and see the table of contents.
Thanks for taking the time to check it out!
Sifting Through The Clutter
Posted by: | CommentsManaging Massive Responses To Your Open Positions
The burden have reversed from not being able to find candidates to having too many to deal with. Many people have never faced this problem before and are looking for solutions. This 22 minute video gives you the model I have used successfully for many years to deal with this specific problem. The ideas can be put to use immediately and don’t cost any money. As always, I welcome your comments.
When It Comes To Hiring, Ambiguity Is The Enemy
Posted by: | CommentsAnything that increases ambiguity when it comes to hiring only makes your decision more difficult. This is a principle I have taught in my training class for the last 25+ years. Unfortunately, I continue to see advice and recommendation for techniques and questions that put you in a bind.
Don’t always believe what you read when it comes to hiring!
Posted by: | CommentsThere has been an awful lot of talk recently about the changing landscape in the employment market. Unemployment rates are rising, there is a financial crisis and most people are confused about where markets are headed. As a result, a lot of strange people are coming out of the woodwork with some really crazy ideas. And, unfortunately, some of the mainstream press is perpetuating these crazy ideas.
Just yesterday I read the feature article in a major business publication titled, “The Hiring Game, New Times, New Rules.” (The fact that they use “game” in the title should be your first clue that they don’t get it.) The article outlined that, due to the current economic conditions, the power in the has shifted from candidates to the hiring managers. Idiots!!!
Anatomy of a Good Recruitment Ad
Posted by: | CommentsIf you are going to attract top talent you have to use the right lure. You need to write your ads so they appeal to the person likely to be successful in your environment. And, you have to attract that person’s attention. In short, you need to use your Unique Hiring Proposition (UHP).
Your UHP simply answers the question, “Why should I work for you?” Think of it as the driving force, your mission statement for all your recruiting activity. People need a reason to work for you and your UHP supplies that reason. As a side note, your UHP also helps identify those people who should NOT work for you.
With your UHP in hand, you need to view attracting candidates as a sales problem. How do you go about attracting prospects for your product or service? First, you identify what a good prospect looks like. What interests them? Where do they live? What do they read? What do they do for fun? Where do they congregate? Once you know all this, then you can determine the best way of raising their interest. Finally you present your product in an appealing way and try to close the deal.
Recruiting is no different.
Hire Slow – Fire Fast — Wrong!
Posted by: | CommentsTake your time when you hire but be certain to fire fast. It seems like Moses brought this message down from the mountain. People have been repeating it for so long that it has taken on an aura of correctness. Too bad it is wrong. Let me show you what I mean.
I had a discussion with an executive coach recently who was telling me how he was counseling his clients to take their time in hiring. I asked him why he was counseling this. His answer was that it only makes sense to take your time hiring so you don’t make a mistake and have plenty of time to compare candidates. Seems to make sense. But, not so fast my friends. This is a lousy piece of advice. Hiring must be done a fast as possible. Let me explain.
