article

7 Ways to Minimize Perception-driven Hiring Mistakes

by Lou Adler

If you like someone when you first meet, you maximize their positives and minimize their negatives. If you don’t like someone, you maximize their weaknesses, and minimize their positives.

Now consider how many great candidates didn’t get the jobs they deserve because someone on the hiring team made a superficial judgment in the first minute, and then spent the rest of the interview seeking evidence to prove it.

Continue reading

How Long a Job’s Open Before You Think There’s Something Wrong With it

by Todd Raphael (ere.net)

If you’ve ever shopped for a house, you know that after a certain number of days on the market, you start to wonder, “What’s wrong with this house?”

Something like that goes on with jobs. After a certain point, some folks ask themselves, “why hasn’t this job been filled?”

That point is somewhere around 72 days.

Randstad asked 2,000 people, “How many working days does a vacancy for a permanent job have to be open before it starts to look like a bad job that no one wants?”

Continue reading

Rejet de la verticalité et nouvel ordre 2.0

Par Patrick Storhaye (rhinfo.com)

 » Faut-il (…) croire que l’ordre communautaire du « 2.0 » est une alternative crédible au mode hiérarchique et pyramidal ? Un nouvel ordre, digne des phalanstères chers à Charles Fourier qui reposerait sur des principes naturels de coopération et de collaboration, sans hiérarchie formalisée,  et dans lequel chacun s’expose à ses pairs sans bénéficier de la protection du « père ». « 1

Certains signaux sonnent dans la société française comme une forme de rejet grandissant de la « verticalité ». Une sorte d’impression diffuse que le poids de l’opinion prévaudrait sur l’autorité de compétence. D’un enseignement, où les avis de tous auraient une même valeur, au politique, où la navigation aux sondages l’emporterait sur les exigences des problèmes à résoudre, en passant par les medias, où le témoignage partial occulterait l’objectivité des faits, on sent intuitivement l’essor de cette tendance : les personnes n’acceptent plus ce qu’elles estiment comme venant « d’en haut » (ou parfois même « d’ailleurs ») et qui incarnerait à leurs yeux une sorte d’autorité qui s’opposerait à leurs choix individuels et nierait leur avis personnel. Une opinion individuelle dont elles estiment par ailleurs qu’elle est d’une telle valeur (ce qui est vrai en tant que tel) qu’elles la placent au-dessus de la vérité, des faits, de la logique voire même de ce qui est légitimement acceptable collectivement. Comme si le droit d’expression, au demeurant essentiel, surpassait toutes les lois, y compris rationnelles ou naturelles. « Parce que je le vaux bien ».

Continue reading

Retaining Talent Through Stay Interviews

By Shala Marks (recruiter.com)

During my senior year of college I interned with Avnet Inc., a global electronics distributor. For four consecutive years (2009-12) Avnet was named no.1 of Fortune Magazine’s “Most Admired” Companies and as I worked there, I started to see why. So many of its employees have been with the company for years. One lady I met in the finance department has been working at Avnet for 29 years; this is her first and only job. After meeting person after person who had worked for the company for multiple decades, I began to wonder why did they stay? Most people switch jobs numerous times in their careers, but what keeps those who work for just one company year after year, decade after decade?

Continue reading

"We Would Love You to Apply"…. Now Killing Talent Acquisition at an Industry Battleship Near You…

By  (hrcapitalist.com)

I was having a conversation with a high potential candidate last week, and she proceeded to tell me about a recent connection with a recruiter.  This candidate is bored, and « gettable » for the right company that can help her interrupt the career pattern she’s in.

She’s reached the expiration date of her shelf life in her current gig.  She either reinvents herself at her current company (made difficult by layers above her and a lot of specialization in her shop) or she moves on.   The expiration date sounds like it was 2 months ago.

The candidate’s not an active candidate yet, but she gets calls.  She recently returned a call from a big local company and had a nice conversation with a recruiter – a phone interview.

At the end of the call, which had gone well, the recruiter proceeded to say seven words that are like poison for a high potential candidate.

« We would love for you to apply »…

Continue reading