As an industry, we are making huge strides in the way we measure and evaluate our recruitment marketing strategies.  While efficiency metrics like time to fill and cost per hire are still part of the evaluation process, quality metrics that are tracking where organizations are finding their most qualified candidates and hires are becoming integral to strategic decision making.

However, even with these metrics there is room for growth.  Over the past few years, there’s a push to move…

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When evaluating the success of your recruitment sourcing strategy, it’s important not to only focus on the final results in terms of time to hire and cost per hire but ultimately look at how you ultimately ended up with these results.  In the end, you want to determine what strategies and sources contributed to your success and what ones were not worth your time.  All so you can improve your strategy for…

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This post originally appeared on the Talent Technology blog: http://www.talenttech.com/blog/candidate-engagement-winners-losers-and-omgpleasechooseanewcareer

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Once upon a time, before I knew anything about the recruiting industry, I found myself laid-off and looking for work. And in the midst of that…

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Since the inception of the Digital/Social Media curve ball, countless Recruiters believe that past practices are passe and not noteworthy of acknowledgment or employment. Well that could not be further from the truth. Digital/SMN are all extended tools intended to enhance the fundamental practice of successful Recruiters/Search Professionals. It is imperative that all the intrinsic principles be exploited; the ‘Old Guard’,,, the cornerstone elements that insure people in our career deliver the… Continue

There's been a lot of buzz lately around Talent Generation and as Recruiters, what we can do to ensure we drive the best quality candidates into our Applicant Tracking Systems. This is another great post by my colleague Mike Vilimek (@mikevilimek) about exactly this topic. Take a read...

 

I recently read a great article titled, …

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So this is part 4 the end.

Over the last few weeks I have posted allot of info about the 3 models. I posted roles, responsibilities, positive and negative point about each as well as metrics used to measure the success of each.

Now for a few tidbits, things to keep in mind when deciding, and my overall thoughts.

The A-z Model or monofunction is the oldest. One person does it all. It can work, but to make it work you need to ensure the following are in…

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Remember it is not personal!!!

I am taking time out form my series on “staffing function” to address those in need.

Times are strange right now. People are losing their jobs for the strangest reasons. You must always remember that in most cases it is not personal. In most cases it is not personal, it is business. That is not to say sometimes it is never personal, politics make for strange bedfellows, I have been victim of that myself more than once.…

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About Diploma Mills and Accreditation Mills 101: A Concise Introduction to Diploma Mills and Accreditation Mills and how to Quickly Determine if a Degree is from a Legitimate or Illegitimate Source



I’m pleased to announce that Diploma Mills and Accreditation Mills 101 has finally been published and is available to all who might benefit from it. This project started a couple years ago when I became painfully aware of the problem of fake degrees issued by diploma mills. Sadly,… Continue