<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=1770253589940451&amp;ev=PageView&amp;noscript=1">

Staffing Advisors Blog

How to Talk About Hybrid Work in Your Job Ads

Posted by Staffing Advisors on October 11, 2022

As many wrestle with return-to-office practices, defining what hybrid work means in your organization is essential. If you stop at how many days on-site, you’re missing an opportunity to attract great employees. When we talk to candidates, they want to know more than where they will work and when—they want to know how you will support them and your long- and short-term plans. Here are some suggestions to communicate the real value behind the words, “We’re hybrid.”

Read More

How to Write Job Descriptions that Attract Top Performers

Posted by Bob Corlett on October 6, 2017

It's easy to copy a job description from another organization. But posting a job advertisement that looks like every other employer won't help you hire someone terrific.

Read More

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.

Read More

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.

Read More

Better Job Descriptions: The Overlooked Hiring Process Step That Improves Your Business Outcomes

Posted by Bob Corlett on May 26, 2016

The only reason to hire is to achieve a business impact. Your hiring efforts should shorten the distance between having a job opening and hiring someone who makes a big impact. The first step on the path toward business impact is attracting the right candidates. In all likelihood, most job seekers first impression of your company will be your job description. But most job descriptions actually get in the way of your hiring and recruiting efforts.

Read More

3 Mistakes Hiring Managers Make With Job Descriptions and Postings

Posted by Mitch Corlett on May 6, 2016

Every time a dull job description is posted as a job advertisement, your hiring process is already headed down the wrong path. The language used in most job descriptions actually prevents candidates from understanding your job. This slows down your hiring process, wastes your time by interviewing the wrong people, and creates unmet expectations which can lead to high employee turnover.

Read More

Check Your Assumptions Before You Start Recruiting

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."

Read More

How Job Titles Affect Your Recruitment Advertising

Posted by Bob Corlett on August 5, 2015

Job advertisements rarely find all the people you're looking to attract.

Read More

Decide where to post your job ads using this simple trick

Posted by Bob Corlett on June 20, 2014

Back in the olden days, people searched the classified ads for jobs and mailed in a resume. The tech-savvy folks would fax their application. Managers knew where to post their open jobs, and they all went in the local paper.

Read More

What's the Real Problem with Job Advertising?

Posted by Bob Corlett on March 28, 2014

We humans tend to confuse scarcity with value. We tend to overvalue what is difficult, and undervalue what comes easily. We overvalue what we don’t have and undervalue what we do have. You hear the mental confusion when a recruiter puffs up his chest and intones, "Good people don’t answer job ads."

Read More