Talent: Retaining It, Attracting It and Engaging It
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Organizations that can solve the puzzle of attracting and retaining the best talent will be the ultimate winners.
Talent is the one common denominator of every organization large or small, startup to Fortune 500.
Yes, I am a baby boomer who has spent all of my career in HR.
I started in HR in 1978 after graduating with an MBA. I joined a major oil company and quickly understood the rules for career advancement.
Most of us have read about the importance of the candidate experience and how it can affect an organization’s ability to successfully attract talent. The studies are quite clear and demonstrate very clearly the implications of a company with a positive candidate experience reputation vs a negative one.
In the candidate experience, the interview process ranks as one of the moat important stages.It often plays a critical role in determining whether a candidate will accept a job offer should it be given. If you look at the statistics
I have a search practice, so probably the politically correct answer is to say “no”. But truthfully, depending on the client and the time I have worked with them, my gut instinct sometimes plays a role in who I recommend for
In both my corporate HR roles and in my executive search practice “high potentials” is a subject for discussion. When I am meeting with clients there is often discussion about the need for candidate to be high potential but not
Being in retained search , I believe part of my value proposition is that if I do my job properly I can enhance the employer brand in the marketplace. Too often, I think this is ignored by both corporate recruiters and search firm themselves. How do
I have had a retained search practice for 12 years after a career in corporate HR. My practice focuses on searches primarily in the manufacturing, oil/gas, building materials and EPCM sectors in both Canada and the United States. I have a
More and more , I am finding candidates complaining about the online recruitment process, characterizing it as impersonal, frustrating and not focused at all on the expectations of applicants. So how will online recruitment processes evolve?