BrightMove Recruiting Blog and News

An employee turns over (apparently they don’t see in your company what you do, obviously their loss). This vacancy needs to be filled quickly and being the diligent hiring manager that you are, the position is soon posted in every possible location. Resumes begin pouring in and before you can say “Talent Acquisition”, a surmounting pile of hundreds of aspiring employees is awaiting judgment. Instead of crawling under the desk to hide, consider some strategic tips aimed at trimming down that mound of applicants.

An employee turns over (apparently they don’t see in your company what you do, obviously their loss). This vacancy needs to be filled quickly and being the diligent hiring manager that you are, the position is soon posted in every possible location. Resumes begin pouring in and before you can say “Talent Acquisition”, a surmounting pile of hundreds of aspiring employees is awaiting judgment. Instead of crawling under the desk to hide, consider some strategic tips aimed at trimming down that mound of applicants.

For those of us who have been required, scratch that, privileged, enough to recruit college students, screening resumes can be…interesting. You scan a resume, review the candidate’s education, and notice they conveniently left off their GPA. Uh-oh. They might as well list “didn’t study enough” under the activities and interests section. What is often overlooked, however, is for those that may not have studied as hard, the extracurricular activities list is typically in abundance. What do you make of that? If they weren’t studying, they were filling their schedules with something else. It’s the recruiter’s job to find out what it was and whether or not the skills acquired from those interests are of any value to an organization.

Last week I received a resume from a candidate who listed in the “Accomplishments” section of his resume that he had been named in the 2009 Who’s Who in America’s Colleges and Universities. Upon reading this line, I had a flashback to my own baccalaureate transition and a similar “honor” that I once also claimed. I recalled the inflated pride as this lofty commendation with which I had been bestowed came to life within the hallowed pages of this renowned volume, pride which was smashed to smithereens when I realized that my twenty-five hard earned bucks had purchased me my own memoriam of a teensy line amongst thousands of other teensy lines and a photo one-sixth the size of a postage stamp. File that lesson under “G” for Gullible.

Many businesses based their recruitment efforts on a selective and sophisticated process whereby the company attempts to gage whether a potential employee has the requisite skill set and history of accomplishment to be effective in the open position. However, there is a wealth or research which points to the fact that nearly 75% of new hires do not remain in their position after a three month period. It is most often the case that new employee leave a company, not because of the job responsibilities in and of themselves, but because there is some type of disconnect between the suitability of the employee to the overall work environment.

Handwriting Analysis (aka Graphology) is becoming an increasingly popular recruitment and interviewing tool. Handwriting analysis can be a realizable indicator …

The increased numbers of overly desperate candidates seem to be the precursory ranks to what the Department of Labor calls the Discouraged Workforce.

Mid-Market or Mid-Sized organizations business processes are in many cases much more complex, dynamic and at times undefined and as such require a Recruitment Outsourcing vendor that can provide a complex, consultative and dynamic solution. The cookie cutter ‘one size fits all’ outsourcing model currently being marketed by many large outsourcing vendors is not the solution for most mid-sized organizations and requires close scrutiny by organizations in search of both a solution and consultative business partner.

Employer horror stories abound, and while we can all take lessons from the terrible tales we hear, perhaps we can take a more valuable lesson from some of the good guys for a change.

Candidates in the majority of states which operate under an “at-will employment “ clause may have difficulty in explaining the reason for leaving. But a worker who has truly been blindsided by a termination should be asking several critical questions before crying foul.

Applicant Tracking System. After all, since I often live and breathe recruiting, it’s good to get an outside viewpoint especially from a technological guru.

When I was just 21 years old (some eleventy-something years ago), I had the unbelievable fortune of getting to know one of the most exceptional recruiters I’ve ever met. The employer for whom I worked at that time had developed a very successful relationship with this recruiter who seemed to really have a gift for her calling, and as I took over the hiring role I began to understand what it was that made this recruiter so good at what she did.

To add to the recent trend of candidate and interview horror stories, I thought I would pass along some of my own more recent favorites of unbelievable real responses from candidates during their interviews.

When overbearing parents don’t allow their children to experience failure, be responsible for it and actually learn from it, the result can be a needy and incapable candidate who is unable to survive the hiring or employment process on their own.

With deceptions like the Adam Wheeler scandal at Harvard and the staggering numbers of candidates who have some sort of lie on their resumes, failing to adequately screen candidates and thoroughly verify their background information is a mistake no recruiter should make.

As any Federal Government job applicant will attest, even some of the very best policies and procedures can sound ideal in theory but be severely flawed in execution. Such is the Rule of Three, a centurey0old practice which is finally slated for an overhaul.

Audit reporting is killing recruiting strategy. It is causing companies to focus on the wrong things when they think of their recruiting software and strategy.

I’ve been in recruiting for almost my entire career and wow has it changed. From the days of huge markups to the dot com decimation of professional recruitment, I have seen this industry change so much. I tell my friends that the staffing industry is the thing to watch if you ever want to know what the market is doing. If your recruiter friends are making money, that means the economy is getting better and/or on the rise.

When a client is unhappy with a recruiter’s handling of a tough situation, a properly handled time-out is more professional and probably more effective than a vengeful act of bad-mouthing

With the HIRE act offering what could amount to a fairly decent tax break for companies willing to hire workers from the unemployment line, why are more and more roles becoming difficult to fill? Is the HIRE act really going to have much of an impact in the “real” unemployment number?

I have been in the recruiting software and HR technology industry for about 14 years and have seen some of the best and worst in most any company and any company’s personnel. I myself have been in a few very bad situations with my job on the line and have handled things both very well and very badly, which is what this article is about. I guess it was about 8 years ago now that I almost ended my career with what we will call blame-a-nitus. I was a senior manager within a top Recruiting Software vendor and I had grown very resentful because several of the team that had begun with the company around the same time I had, were being promoted and I wasn’t.

In a largely post-John-or-Jane named society, why is it that candidates often don’t take the effort to spell names correctly, especially those candidates whose own names are themselves difficult to spell?

This is part 3 in a series of articles I am writing about selecting recruiting software. My goal is to give companies and staffing agencies the insight into the selection process and the best way to navigate your way to a good selection. For this article, we are going to dive into the RFP process and why it may or may not be important for you to do an RFP.

How many times have you heard, “That (blankety-blank-political-party-member) is a complete idiot!” We have all heard this at least once recently, perhaps even more depending upon your particular circles. It seems that some have crossed from simply disagreeing with the political viewpoints of others to assigning broadbrush cognitive ranking assumptions based upon those very views.

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