There are a few secrets that I’d like to share with you. You may have been privy to a few of them before. Actually you may have heard of all 4, but I can promise that you will finish each article with a fresh perspective. I will show you how a simple secret can create…
Following up from Part 1 of this post—where I introduced global recruiting challenges faced by some of the world’s leading recruiting executives—now I’ll summarize the first of those challenges: leading recruiting across markets and divisions with varied needs. The complexity associated with managing recruiting operations across multiple (often unfamiliar) markets and/or divisions is substantial. Recruiting…
Read More “A Glimpse into Global Recruiting at the Best Companies—Part 2 of 4” »
As we arrive at the last part in our four-part series about what I’ve learned about global recruiting from leading recruiting executives, we focus on the last core challenge: responding to current and evolving skill shortages. Skill availability is a critical issue for recruiting, and an issue that many CEOs the world over are concerned…
Read More “A Glimpse into Global Recruiting at the Best Companies—Part 4 of 4” »
In a recent quick poll of recruiting staff, we found that more than half of recruiting organizations respond effectively to changes in business conditions. So, Recruiting organizations are moderately agile. The story is different, though, when you look at Recruiting’s influence on change. Less than one-third of recruiters think that recruiting plays an influential role…
Read More “Recruiting Is More Effective at Reacting to, Not Influencing, Change” »
Our Talent Advisor model for recruiter capabilities states the importance of recruiters developing expertise about the labor markets they operate in. Simply having labor market knowledge can improve recruiters’ quality of shortlist by 46% and their business influence by 42%. However, less than a third of recruiters have broader knowledge of their labor market competitors!…
Call center candidates’ previous work experience is a poor predictor of attrition, a recent Evolv study asserts. You can’t predict how long a hire will stay based on whether he or she job-hopped or was unemployed in the past. The study does show that personality, aptitude, work style, and skills are much better predictors of…
Read More “Past Experience Doesn’t Predict Future Performance” »
Well, okay. So maybe every high-performing global leader doesn’t really need to have aced that university differential equations course. But the essence of differential calculus—the pursuit of understanding of how things change—IS critical for today’s leading corporate executive. Whether in a for-profit company or not, the financial services or the airline industry, if you aren’t…
Read More “Why Every (Recruiting) Leader Needs to Know Differential Calculus” »
