Staffing Advisors Blog

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 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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Are You Actually Ready to Hire Right Now? A Checklist.

Posted by Mitch Corlett on October 13, 2015

When you have an urgent business need to be met, or a performance problem to be handled, it’s easy to think that hiring a "go-getter" is the solution. But, as cautioned by Chip and Dan Heath in their book Switch, "What looks like a people problem is often a situation problem."

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How Bad Glassdoor Reviews Affect Recruiting

Posted by Bob Corlett on September 15, 2015

Not long ago, most of my clients only had a vague idea what Glassdoor was all about. Now, in my first meetings with hiring executives, it’s rare for them not to bring up their employee reviews on career sites like Indeed and Glassdoor. In a small firm, particularly one where the CEO reports to a board of directors, online reviews get real personal, real fast. And the sudden onset of public accountability can give executives a severe case of Glassdoor Angst.

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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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Are you suffering from 'Glassdoor angst'?

Posted by Bob Corlett on June 3, 2015

Current employees, disgruntled former employees, even job candidates who were not hired can go online to Glassdoor.com and anonymously post anything they feel like saying about your organization.

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How To Respond To Negative Glassdoor Reviews

Posted by Mitch Corlett on May 27, 2015

CEOs are increasingly alarmed about their reviews on Glassdoor and other employer review sites, and how it affects their business processes and recruiting prospects. We've dubbed this phenomenon Glassdoor angst. And if you're embarrassed by those reviews, it's easy to overreact. Who likes being made profoundly uncomfortable by someone anonymously bashing your organization? No one wants to have their staffing affected because of some disgruntled former or current employees.

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How useful is pre-employment personality testing?

Posted by Bob Corlett on March 5, 2015

There's something alluring about personality tests. We hope to learn something from the fun quizzes in Cosmo or BuzzFeed. Against all logic, we want these tests to work, even though we know deep down that multiple choice questions can't really get at all the complexities of our personalities.

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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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