Archive for June, 2010
We talk about “top” talent and “top” performers, but how do you know you’ve reached the “top”? Is there some kind of altitude marker? A sign that reads “Welcome to the Top”? Unfortunately, no. But of all the recruiting metrics in your talent capital toolbox, one indicates a recruiting job-well-done above the rest: Quality of Hire.
Every CEO, manager, and corporate investor knows that hiring the best people is what ultimately drives an organization’s long-term success. Yet the recruiting metrics most companies employ evaluate efficiency rather than quality. Metrics like “time-to-fill” and “cost-per-hire” only tell us about the process, not its impact. (Click here to read the rest of this blog at ERE.net)
Q: What could soon be gushing faster than the oil leak in the gulf ? A: Fleeing employees.
Q: What could cost companies exorbitant expenses in staffing containment and damage control? A: Fleeing employees.
Q: What could upset corporate ecosystems and work cultures across the country, even around the world? A: Fleeing employees.
Do you sense a theme here?
Let’s face it. The past two years haven’t been pretty. With unemployment hovering around 10% and pink-slip postpartum lingering around the office, the pervading workforce climate has been as ugly, ominous and murky as the massive oil slick lurking off the coast of Louisiana. And like the unleashed crude rushing to new shores and broader horizons, dissatisfied employees are moving on to greener pastures at first light of economic recovery. The studies are not encouraging.
Survey Says… Read More→
Just a few weeks ago on June 16th, CNNMoney.com published an article entitled “Looking for work? Unemployed need not apply.” Senior writer Chris Isidore went on to report that many employers are now stipulating that only candidates currently employed will be considered for open positions. He identified companies such as Sony Ericsson and recruiting companies such as Latro Consulting who were embracing this practice.
The big question seemed to be whether or not this practice is a smart one for these same employers. Are employed candidates really better than unemployed candidates? Should third party recruiters avoid presenting the unemployed to their clients? Are the unemployed really unemployed because of poor performance? Read More→