Many companies do not understand how to approach developing a recruitment strategy. The Human Resource Department is pulled in many directions and formal recruitment strategy development can be pushed back until it’s too late. Then the decision is made to ‘do the same thing we did last year.’ This is a very costly way of recruiting because recruitment is a very fluid dynamic.
In addition to cost, why is developing an effective recruiting strategy important?
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Bill Humbert is an expert Recruitment Consultant with 30 years’ experience in the field. In his consulting business www.RecruiterGuy.com he focuses on one company at a time and charges a flat monthly fee for recruitment process improvement, recruitment marketing improvement, interview training, and recruitment. RecruiterGuy’s Guide to Finding a Job is his book that helps job seekers learn how to better understand the sales process known as a job search – and to be more effective than their competition. To read Bill Humbert’s complete biography, click here.
Even the most well-intentioned and dedicated humans are fallible. Therefore, the challenge becomes one of minimizing human error.
While individual performed human performance tools can greatly reduce error rates, there exists some circumstances when even this resulting low error rate is intolerable. These situations are characterized by the immediacy of a highly adverse outcome should an action error be made. Thus, greater error avoidance must be built into the performance of these activities.
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America and the world are still recovering from the global economic crisis of 2008. And with unemployment rates above 9 percent, many wonder if the market turmoil will ever end.
PBS NewsHour Economics Correspondent Paul Solman talks to Charles Ferguson, director of Academy Award winning documentary, Inside Job, a film that raises red flags about the world of finance. Paul examines how the film – which raises concerns about conflicts of interest for economists in academics – is influencing some leading economic thinkers.
The Alfred P. Sloan Foundation provided funding for this project.
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Determining if you are a good fit for an employer and vice-versa is not always as hard as it might seem. As I describe in my book Career Mapping: Charting Your Course in the New World of Work, you first need to have decided that you want to work in the industry in which the company does business.
If you are a functional expert, say in HR or finance, you might tend to think your skills are transferrable and can be applied anywhere. That might be true, but you need to understand and appreciate the context you are working in. Human Resources in a consumer goods company, which might be product and sales oriented, is quite different from an industrial company where manufacturing plants and unions are the order of the day. You need to like, or at least want to learn, about the business the company is in. As you move through your career, your industry, as well as functional knowledge are what allow you to move up the ladder.
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Ginny Clarke is an expert in talent and career management, executive coaching, and diversity and inclusion in the workplace. She has recruited C-suite executives and corporate directors, and coached numerous executives and professionals. She is widely respected as a thought leader and practitioner of recruitment and retention strategies that go beyond traditional definitions of diversity. She offers provocative, unconventional remedies for organizations seeking to leverage their global workforce. Having been a senior executive herself, Ginny is credible and confident. Her candor, intellect and results-oriented approach appeal to those committed to growth and change. To ready Ginny Clarke’s full biography, click here.
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Leadership Inspirations – Well Done
/in Leadership Inspirations/by StrategyDrivenBenjamin Franklin (1706 – 1790)
Founding Father of the United States of America
Recruitment Strategy
/in Talent Management/by Bill HumbertMany companies do not understand how to approach developing a recruitment strategy. The Human Resource Department is pulled in many directions and formal recruitment strategy development can be pushed back until it’s too late. Then the decision is made to ‘do the same thing we did last year.’ This is a very costly way of recruiting because recruitment is a very fluid dynamic.
In addition to cost, why is developing an effective recruiting strategy important?
Hi there! This article is available for free. Login or register as a StrategyDriven Personal Business Advisor Self-Guided Client by:
Subscribing to the Self Guided Program - It's Free!About the Author
Human Performance Management Best Practice 2 – Peer Checking
/in Human Performance Management, Premium/by StrategyDrivenWhile individual performed human performance tools can greatly reduce error rates, there exists some circumstances when even this resulting low error rate is intolerable. These situations are characterized by the immediacy of a highly adverse outcome should an action error be made. Thus, greater error avoidance must be built into the performance of these activities.
Hi there! Gain access to this article with a StrategyDriven Insights Library – Total Access subscription or buy access to the article itself.
Sign-up now for your StrategyDriven Insights Library – Total Access subscription for as low as $15 / month (paid annually).
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Inside Job – Unveiling Economists’ Ties to the Financial Sector
/in StrategyDriven Editorial Perspective/by StrategyDrivenAmerica and the world are still recovering from the global economic crisis of 2008. And with unemployment rates above 9 percent, many wonder if the market turmoil will ever end.
PBS NewsHour Economics Correspondent Paul Solman talks to Charles Ferguson, director of Academy Award winning documentary, Inside Job, a film that raises red flags about the world of finance. Paul examines how the film – which raises concerns about conflicts of interest for economists in academics – is influencing some leading economic thinkers.
The Alfred P. Sloan Foundation provided funding for this project.
Are You a Good Fit for Potential Employers?
/in Practices for Professionals/by Ginny ClarkeDetermining if you are a good fit for an employer and vice-versa is not always as hard as it might seem. As I describe in my book Career Mapping: Charting Your Course in the New World of Work
, you first need to have decided that you want to work in the industry in which the company does business.
If you are a functional expert, say in HR or finance, you might tend to think your skills are transferrable and can be applied anywhere. That might be true, but you need to understand and appreciate the context you are working in. Human Resources in a consumer goods company, which might be product and sales oriented, is quite different from an industrial company where manufacturing plants and unions are the order of the day. You need to like, or at least want to learn, about the business the company is in. As you move through your career, your industry, as well as functional knowledge are what allow you to move up the ladder.
Hi there! This article is available for free. Login or register as a StrategyDriven Personal Business Advisor Self-Guided Client by:
Subscribing to the Self Guided Program - It's Free!
About the Author