Staffing Advisors Blog

Bob Corlett

Recent Posts

​How business leaders are adapting to potential U.S. travel restrictions

Posted by Bob Corlett on March 3, 2017

Filling Multiple Open Positions in One Department

Posted by Bob Corlett on December 9, 2016

In small organizations, it’s fairly common to have 2 or even 3 open positions in the same department at the same time. This occurs for a variety of reasons: sometimes a bad manager causes team members to leave, or one disgruntled employee makes everyone’s life miserable, or a failed business approach causes everyone on the team to feel like a failure, or sometimes it’s just the bad timing of unrelated factors.  

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When is it Worth the Price to Engage an Executive Search Firm?

Posted by Bob Corlett on December 8, 2016

Why hiring so often leads to disappointment.

Great hiring practices bring hidden issues to light, and provide insight into questions you had not even thought to ask. But most typical hiring practices do the opposite, ignoring more information than they gather, and leaving your hiring decision up to chance. The “insight gap” is what makes an executive search firm worth their fee. It's what justifies the cost of any professional services firm.

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How to Replace an Underperforming Association Executive

Posted by Bob Corlett on November 16, 2016

Replacing an underperforming executive is one of the most challenging situations that an association leader must confront.

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Why Recruiting is Not an HR Function Anymore

Posted by Bob Corlett on November 16, 2016

 

If you work in an association, it’s risky to think of recruiting as an HR function. It’s not.

By telling HR to “Post a job ad, get some resumes, and then I’ll starting interviewing,” you are making a career-limiting mistake, one that puts your personal reputation at risk.

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Hiring is Personal, Now More Than Ever

Posted by Bob Corlett on October 19, 2016

Whether you are the hiring manager or the candidate being interviewed, hiring is personal, now more than ever. Candidate behavior has changed more in the past 5 years than at any time in the past 30 years, but few employers have updated their hiring practices. This creates some real challenges on both sides of the interview desk, and more than a few opportunities to gain a real competitive advantage.

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How to Justify Executive Search Firm Expenses to your Association Board

Posted by Bob Corlett on October 13, 2016

From time to time, you need to make a key hire to achieve your association’s mission, and that sometimes requires the services of an executive search firm who specializes in association work.

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The Outsized Effect of Reputation in Hiring

Posted by Bob Corlett on September 14, 2016

Your organization's reputation in hiring not only affects who you can recruit, but also the level of compensation you must offer to land your top candidate. (Highly reputable organizations can typically offer lower salaries.) And for job seekers, the reputation of their current organization is a significant factor in how future employers perceive them.

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Do Job Descriptions Grow Around People, or Do People Grow Around Job Descriptions?

Posted by Bob Corlett on August 24, 2016

The Problem

Far too many employers get tangled up in defining their job descriptions. In particular, one common mistake is the belief that if one person had a particular set of skills, more people like them must exist. In other words, your star employee Karen had a particular set of skills, so there must be "another Karen" out there in the market---someone that could perfectly fit the Karen-shaped hole she left behind.

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Randstad Acquires Monster – What It Means for Job Advertisers

Posted by Bob Corlett on August 9, 2016


If you are one of the few organizations still posting jobs with Monster, what does the Randstad acquisition mean for you?

Let’s start with what happens to Monster. This deal is doomed. As famed investor Warren Buffet once observed, "When a management team with a reputation for brilliance tackles a business with a reputation for bad economics, it is the reputation of the business that remains intact." Monster is a business with a reputation for bad economics (as employers spend less money on Monster and more money on job aggregators like Indeed and social media sites like LinkedIn.)  That's why it could be acquired for only $429 million, down from a peak market cap of nearly $8 billion.
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