Recruiters rarely receive any kind of leadership and emotional intelligence training. They will receive plenty of technology training, and probably negotiation training. But when it comes to it, humans hire humans. Companies should invest in education and training for recruiters to enhance their talent acquisition and retention rates. After reading
Finding top candidates is challenging, but finding the top talent that’s the right fit for your company can seem like an insurmountable challenge. The standard interview process seems insufficient to truly gauge a candidate’s skills, talents, and personality traits, leading many hiring managers to hire candidates that seem like a treasure only to find
Think AI will replace recruiters? Think again. It’s making them more powerful than ever as ambassadors, overseers, and protectors of their companies’ values. For all the headlines it has managed to grab lately, artificial intelligence remains a bit of an enigma — and a somewhat alarming one at that. With reports that up to half of all the
“I wish someone had told me to hire earlier. I did everything by myself at the beginning, and as you’d expect, I dropped a lot of balls and wasn’t the best person to be around during the honeymoon period of starting a new business. With the clarity of hindsight, I wish I had hired a support team earlier.” I had the pleasure of interviewing
I bet you don't have a favorable view of recruiters. I want to change that. Recruiting has an image problem and there seems to be misguided cheer that recruiting will be saved by technology disruption to rid the world of recruiters. The idea seems logical: The artificial intelligence stack, such as bots, machine learning and algorithms, can
Article previously featured at Forbes. Everyone is buzzing about the impact of AI on work, and many leaders feel insecure about what it will mean in terms of their own career development and roles. Deep learning, machine learning, automation and robotics are creating a seismic shift across organizations. “We’re now living in an age where going to
Previously featured in the Huffington Post. In 2016, I spoke with two dynamic innovation leaders, Peter McLachlan, Chief Product Officer from Mobify and Simon Weaver, VP Engineering at Salesforce. Both conversations summed up for me the real-life candidate and talent experience in today's breakthrough companies. Peter McLachlan, Chief
Navigating the world of recruiting can be downright confusing. Constantly, I’m asked to explain the difference between a recruiter, headhunter, contingency search, retained search, career coaching, transition coaching, leadership coaching and their value. In simplest terms, each role serves specific functions in the business of employing and managing
Recruiting is broken. It’s a deeply flawed system. According to a recent poll by Deloitte Touche, the majority of human resources professionals agree with this statement. The current state of recruiting is not meeting the demands of a 21st Century workplace because it doesn't effectively build relationships or develop talent. It lacks a
TechCrunch recently ran an article that announced by 2020 augmented and virtual reality will reach $150 billion disrupting mobile. Between Facebook’s $2 billion for Oculus, Google’s $542 million for Magic Leap, Microsoft’s HoloLens, and Epson the augmented and virtual reality markets are poised for huge expansion as these giants discover
I’ve noticed a rising trend among the many talented professionals I have the privilege of working with- they want to work for sustainable companies. No ifs, ands, or buts. They’re willing to leave their large corporate roles or decline large offers from companies that aren’t in alignment with their highly driven global responsibility and green values.
There’s a crisis in recruiting ethics, and its massive. An incident recently reported by The Daily Mail illustrates a slice of the dilemma facing the industry. One weekday morning while traveling on the London Underground along with lots of other bleary-eyed commuters, a disgruntled man cursed at a man who he believed was standing in his way as he exited