A Checklist for Sourcing and Recruiting Top Talent
by Lou Adler - Dec, 2010
In his book Checklist Manifesto, Atul Gawande contends that good people underperform largely due to errors of ineptitude — not doing what we know needs to be done — rather than errors of ignorance or inability. With this as a backdrop, he goes on to demonstrate that the proper use of checklists can minimize ineptitude-related problems to maximize performance. Using doctors, pilots, and construction managers he shows how to use...
Making the Most of Working With a Recruiter
by Caitlin McNally - Dec, 2010
As you know, looking for a job can be challenging and frustrating. This is especially true if you feel you've already utilized all of your resources. If your job search has been ongoing, now is the time to review some of your tools to make sure you're utilizing them to their fullest potential. For instance, have you been making the most of working with your recruiter? Recruiters can work as an extension of your job search a...
RECRUITING AND RETAINING TOP TALENT
by Dr. John Meeker - Nov, 2010
The most critical part of recruiting is to identify top talent, not only for the immediate open position but for other roles that will emerge over time. I found in my experience with managing academic, business and nonprofit organizations, the recruiting process must link with retention strategies. TO RECRUIT TOP TALENT, I RECOMMEND: • Define requirements of immediate role, project potential future roles, and define best fi...
How to Lead in 2025
by Alexandra Levit - Nov, 2010
The business world will change dramatically in the next 10-25 years. For one thing, due to a declining worldwide birthrate, the U.S., China, India, Europe, and parts of South America will struggle with labor shortages as the Baby Boomers retire en masse. Global corporations will increase in size even as they become flatter in structure, virtual workspaces will become commonplace, social welfare will be a priority, and tech...
7 Ways to Save Money While Launching Your Business
by Tai Goodwin - Nov, 2010
When it comes to launching your business, your most critical resources are time and money. Any book on launching a business will outline the need for long term saving – making sure you have money to live on and to cover expenses for at least the first year of being a full-time business owner. I’ve just added a new report to the Brilliant Network for mastermind members with 50 money saving tips. Here’s a sneak peak of some tip...
Your Rights in Wisconsin When Applying for Jobs with an Arrest & Conviction Record
by Randy Enochs - Nov, 2010
One very common problem for people with an arrest and conviction record(s) is the fear of being rejected for a job because of the stigma associated with such a record. What further complicates the matter is the ease of employers and the general public to conduct a search on the Consolidated Court Automation Programs (CCAP) to discover a person’s court history, both civil and criminal. Whether it’s that small claims matter or...
Four Ways To Help Your Resume Pass The HR Screen-Out Phase
by Cathy Eng - Nov, 2010
In most cases, before your resume even gets to a hiring manager’s desk, it is passed through a screen-out process that is designed to immediately eliminate candidates who do not meet the minimum requirements. This makes it a lot more efficient for companies to fill positions, but I can also leave qualified candidates out in the cold if their resumes do not display those clearly defined requirements. If you are wondering w...
Tuesdays Are Terrific! The Best Day And Time To Contact HR
by Cathy Eng - Nov, 2010
Many job seekers focus solely on the “how” of contacting potential employers, but the “when” can be crucial to getting noticed as well. Contacting them when they are more likely to be alert and responsive (and not tired, hungry, or stressed) is all about timing. That includes planning the optimal time and day to contact HR (to either initiate contact, follow up after sending a resume, or follow up post-interview). Accord...
A Zillion More Reasons to Abolish Job Descriptions
by Lou Adler - Nov, 2010
As most of you know, I think job descriptions are the primary reason why companies can’t find or hire top talent. For this reason alone they should be abolished. Here’s the first dozen of a zillion reasons why. 1. Except for the list of responsibilities, they don’t define jobs at all; they define people taking the jobs. If these descriptions left out the required skills, years of experience, industry background, and academ...
Promoting New Managers? Tell Them What to Expect
by Mary G. White - Nov, 2010
As an HR professional, you are often directly responsible for selecting employees to move into management positions. Even when you don't make the decision yourself, it's likely that you are involved in the selection process. You can help your company and your employees by taking steps to be certain that the people that you choose for promotion into supervisory positions have a clear vision of exactly what they're getting into...
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