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Staffing Advisors Blog

They Are All New Jobs Now

Posted by Bob Corlett on October 17, 2011

When a client engages us for a search, we always ask "Is this a new position or a replacement?" And this used to be a meaningful distinction. We would learn how much of the position was being invented on the fly, and how much was set in stone. But that distinction is less relevant now--they are ALL "new" jobs now.

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The Lasting Power of First Impressions

Posted by Bob Corlett on December 17, 2010

First impressions are lasting.  From the "thin slicing" (or rapid cognition) described in Blink, to first impressions about the quality of a website, to the snap judgments that happen in job interviews, the science is very clear - people form an opinion in as little as a tenth of a second, and then stick to it.

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Overused Words in Job Descriptions

Posted by Bob Corlett on December 15, 2010

Be very careful what you ask for, or you just may get it.  A few years ago, I wrote a post "Bad Job Ads Attract only Desperate Candidates" and I pointed out some really common (boring) words in job descriptions that are not only useless, they are the kind of words that suck all the oxygen out of the room when you use them.  Candidates don't know precisely what you mean when you use them - so they actually detract from your message, and reduce your ability to attract top performers. Even some top executive search firms are guilty of using these phrases in their position overviews. 

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The One Question Every Top Performer Wants You to Answer

Posted by Bob Corlett on May 11, 2010

When you are recruiting a top performer to your organization, there is one big question that you must answer above all others.  Some think it's pay, or reporting structure, or title.  Yes, those things matter, but they are not the big question.  Whoever you have posting your job ads seems to think that top performers are eager to read the dull list of job responsibilities found in your job descriptions ... ummm, no - that is most definitely not the big question you need to answer.

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Don't Even Think About Filling a Job You Don't Understand

Posted by Bob Corlett on January 7, 2010

In this hyper-competitive world, you already have plenty of problems to contend with, so you certainly don't have time for self-inflicted wounds.  One of the most expensive self-inflicted wounds is trying to fill a position without first deeply understanding it.   Smaller nonprofit organizations are filled with one-of-a-kind jobs - departments are often small, responsibilities large, and often only a few people in the company truly understand each job.

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Interviews Are the 3rd (Really 9th) Best Way to Select People

Posted by Bob Corlett on October 28, 2009

Skilled researchers pored through 85 years of scientific literature to identify which employee selection methods were the best predictors of job performance. 85 years of research, distilled down into one set of findings.

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How to Give a Really Bad First Impression of Your Company

Posted by Bob Corlett on October 26, 2009

You know the drill. You post a job ad and 300 people apply. You are certain that, at best, there are five qualified people in that stack of resumes, so what's the fastest way to find them? Some employers ask job seekers to jump through a hoop before committing any time to them. The hoop might involve a pre-employment test, performing a work-related task like writing something, or even asking something really time consuming like developing a business plan in order to apply for a job.

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Are Job Boards Dead, or Are Your Job Ads Just Deadly Dull?

Posted by Bob Corlett on September 24, 2009

Look around and you'll see quite a bit of debate about the "death of job boards."  Many question the hefty prices they charge, saying that  free is the wave of the future for job boards.  Some question whether they attract great candidates. I've certainly been bitterly disappointed by the performance of some job boards in Washington, feeling my money was completely wasted.

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