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Staffing Advisors Blog

The Executive Search and Hiring Process

Posted by Bob Corlett on October 7, 2017

As it turns out, creating the perfect hiring process is fairly difficult. Who knew? For more than ten years, we've been on a quest to bring you the most useful tools for every kind of hiring situation, and for every stage of the hiring process.

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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 or other nonprofit organization, 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 Big Data Improves Hiring (Even in Small Organizations)

Posted by Mitch Corlett on July 20, 2016

Big data in hiring is all the rage, but don’t be fooled into thinking that big data is just for Silicon Valley technology companies or large organizations. The use of data and science to make management decisions benefits small organizations every bit as much as large firms. The only difference is the higher amount of press coverage large firms get for their innovative HR decisions.

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When You Undervalue HR, You Undercut Effectiveness

Posted by Bob Corlett on July 8, 2015

Aside from throwing your money into a bonfire, one of the fastest ways to sabotage your business results is to hire the cheapest HR professionals you can find. When you saddle your executive team with under-staffed (or under-skilled) HR support, you hobble their performance.

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How to inspire your employees and increase their engagement

Posted by Bob Corlett on February 25, 2015

Gallup's State of the American Workplace survey reports that 70 percent of U.S. workers are not engaged at work.

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Lessons from the IBM layoffs: How to give employees bad news

Posted by Bob Corlett on February 4, 2015

IBM is laying off thousands of employees in what the company calls "resource actions." These actions will take the largest toll on those who are laid off, but there are also bound to be questions from existing staff as to what their new roles and responsibilities will be.

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The 7 Principles Of The Future Employee

Posted by Mitch Corlett on November 13, 2014

My previous office was straight out of Office Space -- a grey office of cubicles, key-cards, and strict scheduling, where the constant murmur of other voices drifted through to break up the silence. It was a big, prestigious company. At Staffing Advisors, everyone in our company works from home. There's no other option (by design) -- we don't even have a central office to report to.

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When Can an Employer Consider an Applicant’s Criminal History?

Posted by Mitch Corlett on October 22, 2014

In an attempt to lower criminal recidivism, various states and municipalities around the country are enacting new legislation that changes how employers can ask about an applicant's criminal history. Asking if someone has been convicted of a crime on their initial application for employment is still currently a common part of the employment application process, but DC has already changed their policy, and other local governments around DC are also considering it (don't worry, it's not being eliminated altogether - but the timing of when you can inquire is changing).

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Want to hire top performers? Stop taking these shortcuts when sorting through resumes

Posted by Bob Corlett on June 4, 2014

When you read resumes, what mental shortcuts do you take? If you want to hire smart people, do you look for the reputation of their college? If you want people who are highly skilled and professional, do you look for the reputation of their current employers? And how much weight do you give to the pedigree of a candidate’s educational institution or previous employers?

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