866-764-TECH(8324) · Subscribe to Application Solution Providers, Inc.News FeedSubscribe to Application Solution Providers, Inc.Comments

Screen Shot 2015-05-27 at 11.44.03 AMWhen I first heard about Snapchat, it was from younger colleagues of mine urging me to create an account and join in on the fun. My first response, “Isn’t that just for sending nude photos that you think will disappear?” was quickly followed by my second comment of warning, “… and if you really think they’re vanishing into thin air, you’re going to regret it when Snapchat is hacked and your nudes are all over the Internet.”

I wasn’t wrong in my second piece of commentary. Snapchat was later hacked, multiple times. The worst of which (now called “The Snappening”) happened in October 2014, when 98,000 photo and video files sent by Snapchat users were leaked online. Since then, Snapchat has taken strides to increase security and become a better advocate for its users.

I was, however, wrong in my first assumption about Snapchat. (more…)

Screen Shot 2015-05-25 at 5.37.01 AMI recently watched the new Avengers movie Age of Ultron. The plot has more holes in it than a North Dakota oilfield and the story is little more than one scene after another of things been blown up or knocked down, but that’s to be expected. Not many would pay to watch it if the movie featured the Avengers in a sequel to Dinner with Schmucks. Ultron looks like the child of C3-PO and Yoda and uses artificial intelligence to threaten humanity.

This represents the worst fears of Bill Gates, Stephen Hawking, and Elon Musk — all of whom have publicly said that artificial intelligence could spell the end of humanity. That remains to be seen, but the more immediate threat to many is the end of their jobs from automation and robots.

Rise of the Machines

Automation through both hardware and software is replacing a lot of jobs, at an increasing pace. (more…)

sliderCustomersHiring managers are a key driver of the talent.experience – how engaged they are in the process has a critical impact on quality of hire and retention. Bersin by Deloitte research revealed that developing strong relationships with hiring managers is the top driver of talent acquisition performance and four times more influential than all the other 15 performance drivers measured.

Yet, our relationship with the hiring manager has been fraught. We talk about them either as “friend or foe” and refer to working with them as if “herding cats.” Recruiting thought leader Bill Boorman recently described this phenomenon as The Hiring Manager Conundrum. No wonder the relationship with the hiring manager ranks fourth among all the things that keep talent acquisition professionals and leaders up at night according to an ERE study.

Maybe it’s time we tried on a different perspective. What if we viewed the hiring manager as a customer? How could we create a better hiring manager experience?

Here are 10 success strategies for creating a customer-centric hiring manager relationship based on my decade-long experience leading recruiting teams and consulting projects: (more…)

Screen Shot 2015-05-24 at 6.58.13 AMHR and business leaders who haven’t operated within a recruitment model that includes dedicated recruiters or sourcing roles often undervalue the concept of critical talent sourcing or pipeline sourcing. As opposed to full life cycle recruiters (see definitions below) who handle the end-to-end recruitment process, sourcing recruiters are expert researchers focused on finding and cultivating relationships with talent.

While the two roles are quite different, it’s easy to make the mistake of equating them, and therefore measure and motivate sourcers’ performance and activity in the same manner as a full-life cycle recruiter – on hires. The bottom line: few people in HR understand how to manage sourcers to fully capture the potential positive impact sourcing has on lowering the costs of future hiring and cycle time to hire.

Below are a few tips to avoid making the most common mistakes, while significantly increasing the ROI of your investment in dedicated sourcing recruiters: (more…)

Eight short questions, eight short answers.

The questions, most of them legal, are below.

lawThe answers and explanations will provided to you for my hourly fee, payable in full within seven days of today.

Just kidding! Answers will be in the ERE Daily newsletter (sign up free if you haven’t) next week. They won’t be online for non-subscribers.

This is based on my experience with tens of thousands of situations. You may not agree with all my answers. But, hopefully, if nothing else, some of the questions and answers will spark your thinking.

Here we go.  (more…)

For technical recruiters, the hardest part of the job is often maintaining a full pipeline of quality candidates. We’ve all heard the advice: Use the power of referrals, be considerate when messaging passive candidates, and seek out developers among online and offline community groups. But in a market where the largest tech companies need to fill more than 2,000 developer positions a year, it takes more than active outreach to meet your annual recruitment goals.

457411If you’re stretching to fill dozens of openings, it may be time to adapt your strategy so that you attract candidates just as much as you reach out to them. There are lots of ways to do this when recruiting — show developers that your company provides the things they care about the most at work, make your job ads less about what you need and more about what they get, and make them feel part of your team from Day 1 of the application process. But a really effective way to get more interest quickly is to offer remote work opportunities. This doesn’t mean letting your developers work from home for a few days a week or outsourcing your entire team to Southeast Asia. It just means letting them live wherever they want and work from there every day. (more…)

Many in business and most in talent management fail to realize that as soon as you open your mouth, it’s immediately obvious to almost all leaders and executives whether you are “strategic” and “know the business.”

If you have ever been a CEO or senior executive (as I have), you already know that strategic individuals use a completely different language than the tactical “doers” who populate the lower levels of the organization. If you are satisfied with being a tactical person, that’s okay, but if you expect to get promoted and to quickly take a leadership position in management, at some point you have to learn how to think and talk strategically.

Talking strategically means using language from each of the seven strategic business “dialects.” These dialects or components of strategic speech can be labeled as…

  1. Dollars to show impact
  2. Corporate goals focused
  3. Knowing with data
  4. Building a competitive advantage
  5. Being forward-looking
  6. Being customer focused
  7. Emphasizing innovation

I will highlight the focus of each of these dialects, as well as the key strategic words to use under each of them in order to come across as strategic. (more…)

In Part 1, I explained that job skills walk around on two feet; past achievements are less important than the skills used to accomplish them; employers rent two-legged skills to do specific jobs; and headhunters produce about the same hiring quality as internal recruiters. I suggested readers Google “Principles for the validation and use of personnel selection procedures”and follow the SIOP.org link; and, read how applicants feel about organizations that follow best-practices.

In Part 2, I’ll continue the discussion.

Proficiency Test

If you want to learn whether HR is doing a good job screening candidates for critical job skills, ask the hiring manager. (more…)

ere-falllogo-facebookTuesday morning, at the opening keynote session of the Fall 2013 ERE Recruiting Conference & Expo in Chicago, kickoff speaker Ravin Jesuthasan, managing director and global practice leader at Towers Watson, offered this piece of wisdom: “You don’t need to have the answers, you just need to ask good questions.”

It’s great advice, of course, and it was just part of Jersuthasan’s opening address on What the Coming Years Will Bring to Recruiting Leaders — and How You Can Respond, which took the results of Talent 2021, a research study conducted jointly by Towers Watson and Oxford Economics, that examines the future of the global workforce.

The research found — and this isn’t a big surprise — that it will look very different from what it looks like today.

But the value of the study isn’t that it says that the global workforce will be different eight years from now, but rather, the map it laid out of where recruiting and talent management is going and what we all need to do as we follow the path to get there. (more…)

Screen Shot 2013-08-23 at 9.58.26 AMThe theory that recruiting great employees is highly difficult is true, but what if your firm was making the recruitment process more complex than it had to be?

Almost one out of every four decisions that a small to mid-size company will make during a recruitment process will hinder their chances at staffing competitive talent. The consequences of these actions can result in a myriad of ill-fated outcomes, ranging from higher salary costs and wasted time to losing competitive applicants altogether.

Firms that are unable to streamline the staffing process on a regular basis are probably prone to committing one or more of the following seven deadly sins of recruiting:  (more…)