– by David Mantica and John M. O’Connor How do you increase your recruitment success rate? Let’s dig deeper into the strategy of hiring and introduce a model, currently in use, which has, over a period of three years, significantly increased recruitment success rate in terms of productivity and attrition. The model is SIC/ME. It is based on evaluating candidates on what …
By David Snyder and John M. O’Connor The hiring process in one of the most delicate tasks that companies face. Employee turnover costs firms thousands of dollars every year, and making poor hiring decisions can be devastating. While it is critical that managers attempt to hire workers with exceptional character, it is equally important that they avoid potentially destructive candidates, …
Mobile recruiting must be seen as a global reality, a trend that impacts every company, anywhere in the world. It will impact your career, your company and your search. The world of social recruiting will become a significant hiring source and place for engagement. As we match the two you now should see the newest and most important recruiting trend …
by John M. O’Connor and Sallyann Hulick Business and stock market fluctuations continue to be the order of the day. More than any other time in history, those fluctuations come from a global marketplace. So how do you navigate that marketplace for your business and even your own career plans? Today a successful business and career must be considered global …
Working with staffing companies, recruiters (both third party and company/organizational) can be intimidating. In a recent interview and discussion with one of our longtime networking friends I found some notes I thought would be helpful to our readers. Jeff Raxlin serves in an executive role with a leading recruiting company in North Carolina, Kelaca, and I posed a number of challenging questions to to find out some of what I call the insider secrets to networking with and building a relationship with recruiters. What you will see focus on Mr. Raxlin’s thoughts and my notes and thoughts on this issue of staffing and recruiter communications.
For this blog I chose five what I call core factors. These factors this blog focuses on my personal and professional experience serving in the military and serving career transitioning veterans over 30 years.
Hiring people with physical and mental disabilities can and should be viewed as good business. Companies and organizations that support and encourage hiring people with disabilities send the most important message to their respective audiences, customers, stakeholders and the communities they inhabit. What are some of those unintended but important message consequences? Here are a few to consider: 1. Inclusion …
Many people talk about illegal drugs and the workplace impact of those drugs. But what impact do prescription drugs have on others you may work with or you as it applies to work? Now more than ever it seems everybody “has their meds” to some degree. I submit that we should think about how prescription drugs influence ours and other …
Employment law issues impact everyone who works. Most of us allow the law to operate in the background and don’t possess the awareness that we should about certain issues. With recent notes on some significant employment law updates it’s important to share a little bit of what’s new. First let’s consider the sheer breadth of law and how it impacts …
Because I have been inspired by the stories and career path of people with disabilities, I always believe that people that may be in this category deserve at least the same consideration as anybody else. This means employers must continually educate themselves on how to make their hiring and recruiting practices more open to great people. What have I found? …