On Career Management

The baby boomers accepted jobs with pension plans and expected to retire with that company.  Many of them have been fortunate enough to realize that benefit.  Today, pension plans are gone, companies are being bought and sold like products, and employees are forced to manage their careers very entrepreneurially.  Does that mean you should always be looking at new…

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On Recruiting Fees

The format for recruiting fees is outdated.  Its also extremely difficult to break because of major corporate contracts that still base fees as a percentage of compensation.  A service business like accounting or legal, recruiting should be billed as a function of hours invested in a particular search.  There are many situations where a $300,000…

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On Staff Efficiency

Social media, the internet, and mobile phones that mimic personal computers have stunted efficiency in the workplace.  In extensive studies that we’ve completed, a lack of focus on efficiency can result in almost 20% misuse of time.  With a tight focus on efficiency it is possible to manage to 92% efficiency.  Efficiency is defined as time at work…

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On Counter Offers

Recruiters- please stop saying it’s career suicide to consider counteroffers.  That was valid in the 80’s and 90’s but left town with the DeLorean.  There is a modern day approach to considering counteroffers that will maintain an ethical position with both the current employer and the prospective employer.  Ethically, once an individual has accepted a…

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On Hiring Models

A company can and should have a defined hiring model.  The most important criteria to live up to in that area is time frame.  An extended time frame is responsible for losing more desirable candidates than any other two reasons combined.  Most important, even if your time frames are poor, is to set the proper…

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On Human Resources as hiring keyholder

The least enjoyable part of headhunting is the perceived conflict that exists with this very important department.  The fundamental issue lies in HR’s logical desire to manage all functions of the interview process and External Recruiting Resources logical need to understand the value proposition that a Manager can share to determine proper sourcing efforts.  As…

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On Interview Processes

The most important function of an interview for a Hiring Manager is their ability to share the responsibility of a role clearly and have a capacity to explain the value proposition to a desirable candidate.  Understanding the questions to ask is simple…interpreting answers and reading through responses is less simple, the art of explaining your…

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