Best Practices in Moving to a Management by Fact Culture

McKinsey recently released results of a study of practices of 230 companies across the globe.

The firm’s primary goal was simple – what makes companies perform well?’ For the sake of this post, I’ll hone in on one key point:

Why Should I Hire You?

In today’s tough economy competition for jobs is at an all time high. The national unemployment rate has increased to double digits, companies are becoming more selective in who they hire, and the interview process is taking longer and longer.

Why Recruiters Are Worth What They Charge

‘When I need a heart by-pass, rest assured that I won’t select my surgeon on the basis of what they charge.’

That’s what an ailing executive recently opined when he was informed by his doctor about his arterial blockage problems. Why then can corporate executives be so tightfisted when dealing with what is so commonly thought of as the ‘heartbeat’ of their companies . . . top talent?

Death By Metrical Strangulation

For some of you this article will hit home. These are crazy times we live in. There are top producers out there with accolades and accomplishments that read like rap sheets of America’s Most Wanted who are returning recruiter’s phone calls that they previously would have laughed off years ago. Why? Because of poor talent management and failure to launch (or in this case failure of management to GET deservedly launched).

The Care and Feeding of Your Recruiter – Managing Your Relationship

You’ve made a decision to find new employment, and you’ve set up an arrangement with a recruiter who understands your objectives and is committed to finding a position that matches your skills and interests. During this process your recruiter will be doing his or her best to represent you to clients looking for new talent. How do you maintain your end of the job-seeking bargain, and make sure you’re placed in the best position possible? By taking good care of the recruiter/physician relationship.