Everybody assumes that every job you post will result in an onslaught of candidates during a down economy.  Additionally, you should be able to do talent upgrades in a bad economy, right?.  After all, you have people being laid-off in droves, why wouldn’t recruiting be easier? Heck, we don’t even need to source anymore –
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In his book, “Winning“, Jack Welch alludes to the following, of which I completely agree (and not just because it’s how I make my living): * Hiring Good People is hard.  Hiring Great People is brutally hard. * But there’s an elephant in the room, and it’s a big problem if you ask me.  Here
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Like Yogi says: “It ain’t over till it’s over!” It happened a few days ago… again. We tried to tell our client, a district manager, that he needed to keep interviewing until he had three or four qualified candidates to choose from, but he liked this one so much, he was sure he was going
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Downsizing Employment resignations, firings, even layoffs create “holes” in a company’s organization. The ups and downs in the economy has always been the excuse for many organizations to downsize by laying off staff. In fact a recent poll of executives reveals that downsizing (nice name for it, hub?) will continue for at least the next
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A few years ago, a company president who had been hiring and firing for 22 years and was a long time client of ours shared one of the secrets of his successful managerial reputation. He told us that one of the major differences between a good manager and an excellent manager was NOT in the
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The Moment It’s Monday morning, ..right after the staff meeting. One of your key or better employees calls you or comes to you and says “Can we talk for a moment?”. You quickly try to recall the past few weeks business issues and there are none that come to mind that need a personal conference
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Caught Off Guard None of us like it when a valued employee leaves. The announcement of his decision to leave is as much a shock as the leaving itself. How often have we wished we had been forewarned of the event? How many times do we feel we’ve been caught with “our pants down”… in
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How does your organization get the right person in the right place at the right time? Whether you build these capabilities internally or you look for an outside vendor, these are the key steps in a first-rate hiring process: Step one: Build a powerhouse employer brand. You need a killer employer message that answers the
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The Concept In the next two issues we discuss the concept of “selling” the job and/or company to a prospective employee. This can make the difference between hiring the best candidate and a qualified but mediocre one. One of the major reasons the hiring process so often ends without success is because most hiring managers
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In the last issue of HIRING LINE we discussed some of the reasons why companies neglect to or don’t sell their opportunities to the candidates they want to hire. We tried to communicate how such an atmosphere gets created and how detrimental it is to a hiring company and individuals. The archaic attitude that “we
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