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Throughout my career as a senior Recruitment Leader and now as an Organizational Talent advisor to a number of companies, I have been fortunate enough to work with a large number of great organizations who gave me the opportunity to partner with them on developing and implementing new practices to enhance their recruitment function and hiring outcomes. A few years ago a large Canadian organization asked me to come in and partner with them to build an in-house recruitment function for them from scratch – what a great opportunity to put my recruitment experiences and beliefs into place. The company had ...

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Taleo goes. 

Thou know'st 'tis common; all that lives must die,
Passing through nature to eternity.

Hamlet Act I, scene 2, line 72.

More common lately !

The economy is hotter at this moment that at any time in my working life.  We had a shockingly good January at our firm, but we have felt the surge for a few months.

The war for talent is gonna be back- for realz.

Its all very exciting- the hangover will hurt, but it's party time now !!     

(This series focuses on the most common reasons we've heard for why recruiters don't want to offer contract staffing.  These reasons are based on common misconceptions about contract staffing and prevent recruiters from reaping the benefits of offering contractors to their clients.)

Reason #2: I don't know where to find contract candidates

There once was a time when it was difficult to get candidates to consider contract assignments.  But that was about the same time when contractors were called temps and were mainly secretaries and blue collar workers. Times have changed, and so have candidates' attitudes toward ...

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The Staffing Lifecycle (SLC)!!

The Staffing Lifecycle (SLC), this is basically the complete process from start to finish in staffing a position. So let's look at it (very simplified, and in some cases you may have extra steps)(where there is an A and B means variables that may happen):

1. Your HR team (sometimes), say your development manager (or any HM), and you have gotten together and have determined there is a need for a new hire.

2. You all determine the level, salary, group, relo, visa, diversity, internal, Hiring Manager (HM), responsibilities, etc. You and the HM ...

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Recently I facilitated a session on "Recruitment Trends and Best Practices" for a large group of senior Recruitment and HR leaders from a large global technology company at their annual HR Leadership offsite in Chicago. This organization is one of the better ones I have worked with in terms of their focus and investment in talent. They understand that the acquisition, development and engagement of talent is the number one priority for their HR team. Their partners in the business look to them as experts in talent. They don't care about the traditional recruitment metrics so many companies get ...

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This blog originally appeared on NAS Talent Talk. To read more from Kristine Rhodes and other bloggers like her, please visit http://www.nastalenttalk.com. 

Ever frustrated about how your employee referral program and the technology that supports it creates an employee referral mess? Frustrated employees. Frustrated referrals. Embarrassed HR departments because of the big black hole, and equally frustrated by how difficult it is to maintain the program. Seems like we should all figure it out, since organizations on average attribute 27.5% of their total hires to employee referral programs (2011 CareerXRoads Source of Hire Report).  

Well, we ...

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Take this quick survey and learn where your company's referral program stands in line with the current benchmarks.   All responses and feedback are appreciated!

GooodJob Team 

According to the Kelly Global Workforce Index employees worldwide give their managers only a marginal ‘pass’ mark for overall performance in the way they lead their teams. Across all regions, managers score just 6.4 out of a possible 10 points—well below the high-performance level that many companies would hope to achieve. 

It’s tempting to dismiss this as employees simply asking ‘too much’ of managers, yet the widespread nature of this assessment suggests that people’s experiences of leadership are generally average at best. 

If this is the case, the chance of employees learning strong leadership skills from ...

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Tuesday, February 14^th, from 10am - 11am Pacific Time.

Joel Passen, Newton's own recovering recruiter is participating in a webinar with the experts at SharedHR.

Why you should attend.

Competing for talent has shifted again. Are you ready?  As the employment market continues to thaw, employers must be ready to be compete for talent again. Learn about the latest tools to help organize and manage efficient and effective recruiting programs, to asking legally permitted interview questions, to making lawful and compelling offers to employment, to getting workers started off on the right foot.

46 percent of new hires leave ...

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Candidate Experience is one of the biggest hot button issues in recruiting.  Most recruiters can agree it’s important, but there’s a lot of discussion on what you can to improve your overall candidate experience.

But while it’s important to think about what YOU can do to improve your candidate experience, the question that I think is just as important to answer is:

What can we reasonably expect candidates to do in order to apply for a job?

The real core to the issue is what is a reasonable amount of time and effort a candidate should have ...

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(This series focuses on the most common reasons we've heard for why recruiters don't want to offer contract staffing.  These reasons are based on common misconceptions about contract staffing and prevent recruiters from reaping the benefits of offering contractors to their clients.)

Reason #1: My clients don't have a need for contractors

Have you specifically asked your clients if they have a need for contractors?  If not, you may want to ask them, and you may be surprised by the answer. In this uncertain economy, more and more companies are turning to contractors, so it is very ...

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Last week’s publication of the UK university application figures for September 2012 from UCAS prompted a perhaps predictable furore. The headline 7.4% decline in applications was blamed squarely on the decision by many universities to charge £9,000 a year in tuition fees. With a talent squeeze as much in evidence today as was the case during more buoyant economic times, surely this is a concerning development?

A closer analysis of the figures perhaps suggests something more nuanced, however not without potential long term implications. Whereas the overall rate of university applications did decline, the figure for 18 ...

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The new year is just a month old, but the job market is off to a great start. According to the latest U.S. Talent Market Monthy the U.S. job market saw its best January performance in six years as the hiring momentum that got underway during the final months of 2011 carried over into the new year. Monthly job creation continues to accelerate, now averaging more than 180,000 over the past five months – a pace that has clearly contributed to the recent steady decline in unemployment. 

Some Highlights: 

- U.S. payrolls jumped by 243,000 in January ...

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Corporate recruiting departments often struggle to get their constituents (hiring managers) to use applicant tracking software. This limits collaboration and contrains efficiency. While most vendors continue to highlight features, Newton highlights usability and transparency, benefits that help improve internal recruiting.

See for yourself with this short video.

Do you have the time to search for each type of document and on every document storage site? Here are two Custom Search Engines to help with that:

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Sales people have been taught to sell features and benefits - and it doesn't work. In this episode of the Sales Management Minute, learn the secret to engaging prospects.

View episode!

So you’ve read my post “Four Signs You’re Ready to Rebrand” and answered “yes” to one or more of the questions. Time to design a new logo, right?

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When the winds of change blow hard upon us, it's more important than ever to know how to build inner stability. If you are negative in your thinking, unclear about whom you really are and the vast inner resources at your disposal, you risk being uprooted. 

People in a job search today are like athletes going into a high-pressure competition, particularly if they have suffered a setback. How do athletes achieve peak performance in the face of adversity? How do they get back on their game? What can you learn from them that will help you achieve your job ...

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I think Peter Schiff is brilliant.  You may or may not agree with that, but he hits on a real hot button for me in a recent blog post:

Everybody has got degrees, so what are they worth?

What people need are real skills, on the job training, acquiring a knowledgeable skill that actually makes them more productive. That`s what a lot of americans lack. - in recent video interview while discussing why isn`t America more competitive.

I live very close to two prominent universities, Duke (private) and the University of North Carolina (public).  Both have great names to ...

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