As we head into the holidays unfortunately the pandemic is still among us! I thought I would share some inspirational quotes (and great pictures) I received from the Veteran of Foreign Wars (VFW)! If you are not familiar with the VFW, I encourage you to check it out. They are an amazing organization. I hope you find inspiration and gratitude!.
When looking ahead at 2021, consider partnering with a search firm vendor that can help forecast hiring spikes due to growth and turnover. As spikes are predicted, design a relationship with your vendor partner to pay less, as you use more! (see previous blog partnering with a select number of search firms). The “why” behind volume discount is of course obvious: “Cost Savings” but that truly is just icing on the cake. There is more to it than “Cost Savings” 😊! Win-Win-Win Strategy – Let’s
The most common question we are asked when engaging a new client is “How much experience do you have in our industry and our market?”. And while in theory this is a fair question, there is a ‘downside’ to extensive industry and/or market experience . . . If the Search Firm you are engaging with has extensive industry/market experience, then they are likely working with your competitors – the same competitors you would like to recruit talent from! What’s Wrong with Industry Experience? It puts
Many Hiring Leaders believe in the outdated practice of using multiple firms to fill the same position. This history of this practice goes back to the advent of Vendor Management Systems and rooted on the principle of “More is better”. The more search firms you have working your position, the more candidates you will have. And the more competition you create will get them to react faster. While at the time, this theory seemed to make sense, we quickly found that MORE is not better
Recruitment Process Outsourcing (RPO) became a fancy industry term for outsourcing recruitment about 20 years ago 😊. RPO vendors boasted they could outperform your internal recruitment function and provide higher quality service, faster and at less cost. They incubated the notion that “recruitment” was not a “core” function of your business and that it made sense to outsource it. I have been following and analyzing performance of RPOs since 2002. And while there can be significant ROI when outsourcing recruitment services when you: Don’t have
Dear Hiring Managers: When hiring and interviewing potential Candidates please remember what it’s like to be on the other side of the Desk: Treat candidates as if they were family members (the ones you like preferably). Throughout this Covid19 time I have had the opportunity to speak / connect with several Executives / VP’s who unfortunately were affected by the downturn and lost their jobs. As we discussed their job search and status of interviews, I sensed an uneasiness in their voice. Why? I heard
As we head into the holidays unfortunately the pandemic is still among us! I thought I would share some inspirational quotes (and great pictures) I received from the Veteran of Foreign Wars (VFW)! If you are not familiar with the VFW, I encourage you to check it out. They are an amazing organization. I hope you find inspiration and gratitude!.
When looking ahead at 2021, consider partnering with a search firm vendor that can help forecast hiring spikes due to growth and turnover. As spikes are predicted, design a relationship with your vendor partner to pay less, as you use more! (see previous blog partnering with a select number of search firms). The “why” behind volume discount is of course obvious: “Cost Savings” but that truly is just icing on the cake. There is more to it than “Cost Savings” 😊! Win-Win-Win Strategy – Let’s
The most common question we are asked when engaging a new client is “How much experience do you have in our industry and our market?”. And while in theory this is a fair question, there is a ‘downside’ to extensive industry and/or market experience . . . If the Search Firm you are engaging with has extensive industry/market experience, then they are likely working with your competitors – the same competitors you would like to recruit talent from! What’s Wrong with Industry Experience? It puts
Many Hiring Leaders believe in the outdated practice of using multiple firms to fill the same position. This history of this practice goes back to the advent of Vendor Management Systems and rooted on the principle of “More is better”. The more search firms you have working your position, the more candidates you will have. And the more competition you create will get them to react faster. While at the time, this theory seemed to make sense, we quickly found that MORE is not better
Recruitment Process Outsourcing (RPO) became a fancy industry term for outsourcing recruitment about 20 years ago 😊. RPO vendors boasted they could outperform your internal recruitment function and provide higher quality service, faster and at less cost. They incubated the notion that “recruitment” was not a “core” function of your business and that it made sense to outsource it. I have been following and analyzing performance of RPOs since 2002. And while there can be significant ROI when outsourcing recruitment services when you: Don’t have
Dear Hiring Managers: When hiring and interviewing potential Candidates please remember what it’s like to be on the other side of the Desk: Treat candidates as if they were family members (the ones you like preferably). Throughout this Covid19 time I have had the opportunity to speak / connect with several Executives / VP’s who unfortunately were affected by the downturn and lost their jobs. As we discussed their job search and status of interviews, I sensed an uneasiness in their voice. Why? I heard
1989 – Fell into the Recruitment Profession as an Information Technology Recruiter.
1992 – Created Managing by Metricssm – first Continuous Improvement Recruitment Management System based on Eli Goldratte’s Theory of Constraints and Lean/Six Sigma principles.
1993-1996 – Authored The Recruiter Handbook. The Foundation of The Recruiter Academy Certification Program
1996 – Created a competency/skill assessment profile to identify and hire individuals for talent acquisition roles that had sales competencies/characteristics and ZERO recruitment experience!
1997 – Founded The Recruiter Academy Certified Education Program. The first “bachelor’s degree” equivalent Education Program for recruiters working within all specialties.
1997-2019 – Trained over 15,000 recruiters within respected organizations throughout the world.
2001 – Created the first Staffing Optimization Tool to identify the optimum number of FTE resources (recruiters, sourcers, administrative, leaders) to meet hiring demand based on manufacturing supply chain & MRP methodologies.
2001-2008 – Developed recruitment solutions for some of the largest financial/banking and home building companies in the nation hiring over 150,000 professionals a year.
2009 – Founder of Lean Human Capital
2009 – Founder/creator of the first Recruitment Metrics Benchmark Study exclusively for Healthcare organizations.
2009 – Author of the Best (and worst) Advice for Job Seeker’s – Pragmatic guide to seeking employment in a challenging labor market.
2009-2019 – Helped over 1200 hospitals within 250 health systems create Optimization Recruitment Organizations capable of meeting hiring demand while reducing Cost of Vacancy and improving the customer experience.
2011 – Created the Elite Honor Roll Awards to recognize recruitment excellence within the Healthcare industry.
2019 – Founding Member – RogueTalent
