I recently read an article suggesting that recruiters only spend six seconds reviewing a resume to determine whether or not a candidate was a fit to the job they were attempting to fill. 6 Seconds?! My initial thought was, “How can a recruiter get enough information to determine whether or not a candidate is worth talking to in such a sparse amount of time?” Upon further investigation into the... (more...)

A disappointing hiring report from payroll processor ADP this morning is fueling fears that the anemic U.S. recovery may be slowing. The company reported April saw 119,000 private sector jobs added, the lowest in seven months and well below the 175,000 average analysts were expecting. Friday, the U.S. Labor Department issues its monthly employment report. Analysts expect it to show the economy added... (more...)

Last week the EEOC issued an updated policy on the use of arrest and criminal records in hiring decisions. As employment attorney Ron Chapman explained in a post last week, the enforcement guidance “summarizes the EEOC’s long-held position that employers’ reliance on arrest and conviction records may have a disparate impact on individuals because of their race or national origin.” “This... (more...)

Dear Barb: It is getting more difficult to find the talent our clients want to hire. Even though the market is changing, my clients are as demanding as ever and haven’t reduced their hiring standards or demands. Is there a resource that you find reliable that you’re willing to share with me? Joe C, Wilkesboro, PA Dear Joe: Why should your clients reduce their standards or demands, especially... (more...)

The most important part of the recruiting process is the recruiter’s initial meeting with the hiring manager. With the right approach you can save an incredible amount of time and energy, and hire better candidates. In addition, you raise your standing with hiring managers to that of a true business partner. In any profession, whether it is in business or sports, one must study the best to learn... (more...)

If you routinely refuse to send out or even consider candidates with a criminal record, it’s time to think your policy. What to you may be just a common sense precaution and a service to your client, is very likely going to look like discrimination to the EEOC. After years of discussion and hearings, the Equal Employment Opportunity Commission last week revised its policy on the use of arrest... (more...)

Recently, I had the pleasure of attending the traveling production of Les Misérables. It was the fourth time I had seen the musical, so the most surprising thing might have been that in the 20 years and several revisits since my first Les Mis experience, the play still turns me into a sobbing mess. However, what surprised me most is that the play offers several lessons that can be applied to recruiting. Those... (more...)

When it comes to the “war for talent,” Asia is today the hottest region. With national and global organizations in growth mode, the pressure on the talent market has increased tremendously, and many employers are unprepared. Even the largest multinationals that over the past few years have won over students around the world with their strong employer value propositions and attractive employer... (more...)

The recruitment marketplace has experienced a number of seismic shifts over the course of the last 15 years or so. Fifteen years ago, email was barely being used; Twitter, Facebook, LinkedIn, and even Google didn’t exist (Mark Zuckerberg was 12 years old!), and advertising for roles was done in print, not online; CVs were still largely being faxed or posted, and the only way to get good candidates... (more...)

I saw an interesting discussion posted in one of the LinkedIn groups I belong to. It asked: When “cold calling” on a company for the first time, what is the best way to make contact that gets results? Assume you have no “in” at the company. There were 64 votes. The voting results follow: Email (4%) Telephone (until you reach them live) (18%) Inmail once (1%) Email, then follow... (more...)