So you’ve been doing your best job recruiting millennial leaders, but for some reason they keep leaving, right?...
If your company is experiencing high turnover rate, there may be a simple solution. Starting a new job can be...
Think back to a time you were on an athletic team in gym class, either in high school or college. Envision the...
If you’ve ever had a complaint come through about a worker, your first response might be to think that worker is lazy or doing something wrong. I have the opposite response – I ask “How is the project management?” This difference in reaction is critical. As a manager, you can’t just
A very popular article, “The Day Recruiting Died,” has been circulating LinkedIn, letting all readers know that technology, social media and marketing have killed the recruitment industry as it was traditionally known. I have to disagree. All of these advancements have actually done the opposite for
In our pool of candidates, you can feel safe in your surroundings. We are meticulous about our pool and our talent comes from only the best, most clear springs. We take care to check references, take referrals and use an extensive interview process that includes video screening and debriefing. Our pool
For all the work you do as a hiring manager – writing a job description, promoting the job, reviewing applications, interviewing, picking up extra work until the position is filled, and more – how could you ever have time to cater to the needs of each applicant that didn’t make it to the next round?
As a company with hiring needs, you might be questioning whether it is really worth your while to hire a third-party recruiter to fill your open positions. You might have your own internal recruiters, or you might just be a hands-on hiring manager who knows what you’re looking for.
Last October, I attended the inaugural Women’s Leadership Conference of Northeast Ohio (WLCNEO). A coworker of mine created the conference because she noticed that, similar to many cities, there seems to be a glass ceiling on women in business within our region. She wanted to create an environment where
Did you know: of the 50 percent of professionals who accept a counteroffer, 93 percent still leave the company within the next 18 months? As a hiring manager, this is your worst nightmare. Looking for top talent is hard enough; then to lose your dream candidate to a counteroffer from their current employer?
When I started recruiting back in 2002, I worked in a niche firm covering a regional base and our office had just one computer to maintain a basic contact database. Candidates would apply to a newspaper ad by the way of fax or a mailed resume (yes, that’s mail without an E). As a “recruiter” I would
What makes a recruitment company successful? Most would say the answer is in the sales process. I can speak on behalf of all of us at Alliance Search, though, when I say that for us, we’re in it for the partnerships. Direct communication; hard deadlines and steadfast integrity make the way we do business