Staffing Advisors Blog

Bob Corlett

Recent Posts

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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Is that Rock Star Employee Getting Credit for Other People's Work?

Posted by Bob Corlett on July 28, 2016

Hiring requires you to make decisions about people you don’t know particularly well. But people-evaluation is prone to pitfalls. Although most people trust their own assessments of candidates, extensive research shows that we’re just not that good at it. We give too much credit to the individual and not enough credit to the work environment. (Pro tip: If you want to get better at hiring, you need to learn from your mistakes and stop blaming the candidate. Most people don’t understand all the factors that led to their success. Every time you hire someone and they disappoint you later, you just might have missed something in the hiring process.)

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Defining Business Outcomes: The Critical Linchpin in Successful Recruiting

Posted by Bob Corlett on June 30, 2016

Some executives mistakenly think of hiring as an HR function. But hiring cannot be thought of as solely an HR issue, as something separate from the "real work" of the department. Whenever a new hire fails to make a significant business impact, it is a business problem.

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5 Simple Ways to Lower Hiring Risk and Hire Better People

Posted by Bob Corlett on June 21, 2016


The hiring process seems familiar to most managers. Everyone has been through the process. It seems like hiring should be simple---everyone involved wants the same thing. Executives want to hire the best people. Candidates want a job where they can be successful. Everyone wants a recruiting process that accurately predicts performance on the job...and yet hiring is often disappointing.

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4 Hiring Process Questions That Improve Employee Retention

Posted by Bob Corlett on June 16, 2016

HR professionals often treat recruiting separately from employee engagement and retention, but recruiting and retention are two sides of the same coin, with the same basic ingredients. The right recruiting practices can also "bake in" long term employee engagement and retention.

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Ten Warning Signs of a Broken Hiring Process

Posted by Bob Corlett on June 7, 2016

A hiring process does not fail suddenly and for completely mysterious reasons. Most searches fail for fairly predictable reasons, with quite a few warning signs along the way. Or, as Ernest Hemingway put it in The Sun Also Rises:

"How did you go bankrupt?" Bill asked.

"Two ways," Mike said. "Gradually and then suddenly."

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