Contingent Recruiting Is expensive (and not at a fixed rate)! Does not prescreen on culture or hard-wired traits–the biggest risk points for new hires. Matches candidates strictly on skills, experience, education; not other characteristics (like culture fit). Stop “Hiring people for what they do and firing them for who they are”–Scott Urban Culture-Based Retention and… Read more »
Posts Categorized: Recruiting
Want to Address an “Invisible Strain” on your Business?
Improve your Retention and and Retention Approach! By Todd J. Stukenberg Most businesses only think of recruiting when there is a need: a new position is greenlighted, you get notice that an employee has resigned, demand unexpectedly explodes. Likewise, retention of high performing employees is thought of most often when a key player resigns, or… Read more »
Recruiting Research Program
What is it? A proven approach to effectively starting the recruiting process that can help determine what the TRUE fair market value of a position is given your unique requirements and culture and what “needs” to be done to fill it right! Why Use it? It is a low-risk, low-cost way to gain insight into… Read more »
The Power of Culture-Based Recruitment Model
3 Points and a Solution While Jung’s variously named 4-dimensional index tools are highly effective, Five Star, best practice tools to help one see the hard-wired, natural traits of a person, they do have limitations. They fail to identify any aspect of a person’s values, mission, purpose, skills, experience, education, I.Q., or level of awareness/consciousness…. Read more »
Eliminating Your Number One HR Cost
Our decades of work with clients has led us to the observation that the number one cost for most businesses is keeping people whose cost exceeds value. You cannot win the game in today’s market with mediocre employees and keeping them can, at times, drive out your top performers. So why do so many leaders… Read more »
Recruiting Top Performers Domestically and Overseas
By Dean Klovens Human resource assessment programs throughout the world are designed to enhance job prospects and employment opportunities, while identifying skilled professionals and top talent for business. Assessing skills coupled with the need to understand cultural fit between the candidate and company is essential to avoid extra cost and slowdowns in production. We believe that… Read more »
Recruiting Does Not Belong In HR
Where does recruiting belong? It belongs in Marketing because good recruiting requires good marketing. Or, it can be put in a separate department (your recruiting department can be done in house or it can be outsourced) that reports to the president/GM. Here is why: Can you imagine any major sports teams (which have the best… Read more »
The Four Tool Player
By John Ruh What is a four-tool player? In baseball, the term five-tool player describes someone who has all the skills necessary for greatness. In business, a four-tool player is an impact player/leader who can support and empower others to accomplish results beyond those they might ordinarily achieve. The ideal four-tool player in business has:… Read more »
How to Recruit Like a Pro
Employees are the heart and soul of most businesses and without them, the business would fail to operate. Finding the best talent in your industry isn’t easy. Usually, the most talented people are already employed so what can you do as a business owner, HR executive or leader to attract them? Ask yourself these three… Read more »
How to Interview Like a Pro
Recruiting Like a Pro means you must Interview Like a Pro What Does That Mean? Determine if the interviewee’s vision, goals, mission and values align with yours. Do an in-depth interview to discover their true skills, experience and education. Determine if their hard-wired behavioral traits, strengths and weaknesses align with what the position requires. Over… Read more »
Programs, Processes & People (Specialists)
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Using the DiSC has helped in many ways in my business as a recruiter. It helps me understand differe...
Pam Anderson, Anderson Enterprises -
Using DISC makes recruiting easier and more effective from beginning to end. In writing a recruitmen...
Scott U., owner of a recruiting/employee alignment firm -
Understanding DiSC behavioral profiles has helped me tremendously in both my personal and profession...
Debbie R., owner of a business consulting firm -
I use the DISC in two ways. 1) When selling to future clients, I ask some upfront questions to the d...
Lou C., vice president business development, ARS Technology, Inc. -
DISC has been very helpful to me in understanding myself and others better as well as how to better ...
Jim Waszak, Dynamic Sales Innovations, Inc.