Hiring is very easy to do badly, and very hard to do well. So what causes most failures? Bob Corlett discusses five key assumptions that derail the hiring process.
“if your hiring process allows you stand back with your arms crossed in judgement, you are being tricked into the wrong frame of mind.” –Bob Corlett
Hiring is the single riskiest responsibility for most managers. Like the Kobayashi Maru, hiring appears to be a no-win scenario – the perfect storm of problematic job responsibilities.
Bob Corlett writes on the growing importance of online employer reviews at Glassdoor and how to respond to negative reviews online.
This week, we talked about conscious bias in Discrimination v. Reality. Here are five links that talk about unconscious bias in hiring, leadership, algorithms, and culture.
Recently Chris Havrilla spoke to a group of law students about applying for jobs and learning how to speak ‘ATS.’
“There is no way you can have a competitive advantage and out-recruit your competitors on talent when you have commoditized the recruiting function.” – Teela Jackson
People are not trade secrets. And in California, at least, trying to stop someone from taking a new job can be really expensive.
Commitment is not binary, it grows over time. Rigor belongs at the end of your recruiting process, not at the beginning. Keep beginnings simple.
So what do sharks and Harvard grads have to do with recruiting? Bob Corlett explains.
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