Cure for the Summer Hiring Slump

Tips for getting your candidate flow going again In Colorado and in some other parts of the country (primarily those with 3 or 4 seasons) we see a tremendous erosion of candidate activity during the summer months.  There are a number of reasons for this phenomenon: Vacations and summer family visits; kids are out of school and that disrupts the

Consider the Source

Your candidates are not professional resume writers If you are a hiring manager or someone who reviews resumes regularly you may use the resume as a method for screening candidates – either screening them IN – or screening them OUT.  Most often, resumes are used for screening candidates OUT.  I believe this method may be

Hire Fast!

Collapse your interviewing process to reduce your competition I’ve read a bunch of articles lately about how companies are taking weeks and months to fill open positions.  Most of this press is attributable to large companies with many layers of decisionmakers.  If you are lucky enough to be a hiring manager for a small company,

People want to work with good folks and for good companies

6 uncommon ways to build a strong brand If you work for a good company, where people are recognized, and feel that their contribution has an impact you most likely have a strong culture and are surrounded by smart people.  This reputation doesn’t happen overnight.  It also doesn’t happen because your marketing department publishes that you are a

Keeping them is cheaper than replacing them

Low cost loyalty programs show the love If you’ve been trying to hire experienced professionals this year – especially in the engineering space – I don’t need to tell you this is a tough market.  Colorado is on solid ground and gaining momentum.  There simply isn’t enough talent to fill all the open positions. As

It’s like dating – but don’t play hard to get!

Be interested - and interesting The media is full of news about companies who would hire, but can’t find qualified candidates to fill open positions.  Translation – there is a war for talent going on.  If you are a big company with deep pockets, a large recruiting team and a strong employment brand you won’t

An open letter to hiring managers

From an unemployed professional In my role as an executive search consultant I split my time between hiring managers who are trying to hire and candidates who are trying to get hired.  As we continue our path toward economic recovery there are still deeply experienced, highly skilled executives who are trying to navigate their paths

Do unto others….

A guide to the candidate experience for hiring managers  Lately there has been a lot of commentary around something called the ‘candidate experience.’  Personally I think this is just common sense, but I’m coming from the perspective of someone who works with candidates and hiring managers all the time – as a matchmaker.  Everyone is

Reduce your time to hire!

Candidate Profiles Time to hire is one of the primary metrics we use to measure our success.  Regardless of whether you are working internally to fill a position or engaging the services of an outside recruiter – time is money.  The faster you can source, attract, interview and hire – the better your return.  Every

Planning for hiring success in 2012 – part 2 of 2

What will you do differently? Last month we talked about the state of the job market and the lack of available qualified talent.  You must change your classic methods of finding and attracting talent if you are going to be able to compete in the New Year.  Here are some steps you can take to