Most HR metrics are “so what metrics” because they don’t create a sense of urgency or drive action. In direct contrast, the metrics recommended here have been proven to spur action because they allow managers to easily see performance trendlines, what actions must be taken, and what problems are coming.  A Think Piece – That’s designed to get you to demand HR metrics that drive action. Why Talent Managers Should Be Using These Three Action Driving Metrics When attempting to drive HR, manager or executive action is your primary goal. Here are the top three action-driving metrics that you s ..read more

If you recruit in retail or service industries, a top source should be your customers (after employee referrals). Article Descriptors| Recruiting /Targeting Customers – Advantages – How To – 4 Min Recruiting Your Customers Can End Your Talent Shortage Most recruiting leaders who work in organizations that interact with the public (e.g., retail shopping, hospitality, transportation, and service) are currently facing severe talent shortages that, in some cases, are actually limiting their operations. Fortunately, a large-scale solution to their talent shortages may be right under their noses. Th ..read more

38% of new hires quit, yet no one attempts to identify the candidates that are likely to quit. Which is puzzling. Because I have found that you can predict (with up to 70% accuracy) which candidates will quit during their first year. Article Descriptors| Recruiting /Retention – A Checklist Of New-Hire Stay Factors – 4 Min. What Are “Stay Factors”?  This prediction accuracy is possible because there are what I call “stay factors” (some call them “sticky factors” because an employee sticks to the job). That, when present, helps to predict whether a candidate will stay after they are hired ..read more

The Concept In A Nutshell Recruiting can broaden its strategic impact by hiring not-yet-promotable candidates (i.e., those who already meet 50% of the promotion criteria). If those recent hires continue developing, they will strengthen your talent pipeline and speed up internal movement/promotions. The only recruiting process change that will be needed is to assess each finalist on their ability to do “both this job and their next job” (i.e., their promotability within 18 months). This recruiting strategy evaluates top candidates based on their potential for rapid advancement and their current ..read more

How many of your qualified candidates are being rejected for these questionable reasons? Article Descriptors| Recruiting /rejection factors – How to – 4 min read It’s no secret that most hiring processes suffer because they are mostly intuitive and use assessment factors that don’t predict new hires’ on-the-job performance. As a result, new hire failure rates average 46%. One primary contributor to this ridiculously high failure rate is the use of questionable “knockout factors” that result in the instant rejection of a candidate. Of course, it’s okay to reject a candidate because they don’t m ..read more

Which makes more sense, recruiting the unemployed 4% or the gigantic pool that already has a job (unfortunately, most get it bass-ackwards)? Fortunately, employed talent won’t be hard to recruit because today, an astounding 96% of all workers are looking for a new job. So, I promise that after closely examining its many benefits, you will change your opinion toward hiring the unemployed. And if you are unemployed, I suggest that you proactively show the recruiter that none of the following typical areas of concern apply to you! A Sports Example Shows Why You Should Focus On Sourcing The C ..read more

Employed candidates are gold but hard to sell unless you raise new doubts about their current job.  Descriptors| Recruiting /Selling The Employed – Increasing Doubts – How To – 8 min  Yes, Doubts Do Change Job Acceptance Decisions I hope that everyone realizes this. Among your currently employed candidates, doubts about both their current and your open job may literally be the most influential deciding factor in their final job choice. Yet despite their powerful impact, few recruiting departments actually act as if they care about these doubts. If they did, every recruiting leader wo ..read more

There are 20.5 million “jokes about HR,” double those in accounting and millions more than CEO’s. Don’t you wish HR could stop them? Article Descriptors| Strategic Steps/Fast-Acting – List Of Five – 5 Min Read Don’t Complain… Act Yes, since Dilbert began providing readers with jokes about HR, it has become a cottage industry. However, rather than complaining that this piling on of jokes is unfair, why not take actions that will quickly reduce these criticisms/jokes? Instead, every executive and manager will talk about their “The New HR.”  I have found that gaining recognition and visible ..read more

The most damaging part is when, at the end of hiring, your top candidate surprises you with a no answer. Article descriptors| Recruiting /Offer acceptance – How to actions – 6 min scan Realize That… Offer Acceptance Is A High-Impact Step It’s no longer okay to just stand by. Today, it’s essential that you take proactive actions that boost the offer acceptance rates of your exceptional candidates. First, the offer acceptance step is the one where the highest number of exceptional candidates either drop out or are eliminated. Second, I have found that a majority of “no answers” to an offer could ..read more

Boeing is suffering an estimated $45 billion loss from a single employee error. So, add reducing errors to HR’s responsibilities, or this could happen to you. A Think Piece – Urging HR to develop a risk management process that focuses on reducing employee errors. Before you assume that employee errors are an insignificant corporate cost factor. Realize that as a result of the recent “missing door” error. Boeing has already lost an astonishing $35 billion in market cap value. And that loss is just the beginning of the costs they will never recoup. Begin By Realizing… That This Boeing Economic C ..read more