Hire slow - fire fast

Many companies think they do a great job hiring because they go through a lot of candidates to get to the "right one" for the particular job. Many companies are fast to fire someone who they think is not top-notch in the first 90 days. Here's the article that prompted the post: http://www.fastcompany.com/3006206/why-hire-slow-fire-fast-better-idea-you-think Both of these approaches tell me that the companies are off track. A better screening process upfront, usually run by a professional recruiter, can save huge amounts of organizational time and effort in interviewing only the few right people to form an adequate qualified pool or slate. That doesn't mean a rush to judgment, but it does mean a consistent process with a small number of well-qualified candidates. And then a review of all of the candidates to pick the winner. Both the hire slow and fire fast approach also tell me that the company doesn't invest in its people. Consistent processes which identify people who fit both the specific role and the larger company culture and its issues at the time lead to longer term employment and individual success for the candidate/employee. If I can help your company with these issues, email info@broadbandhr.com

LinkedIn Endorsements

Too much of a good thing? Like every recruiter, I look for endorsements of my candidates from people who really know their work - that is, former managers, close colleagues, long time workmates. Every time I see one of these endorsements from people I barely know, it devalues the endorsement process to me. But Kelly Dingee refutes that theory, and has another one about stickiness, the web generally, and search engine optimization ala LinkedIn. You go, smart girl... http://fistfuloftalent.com/2013/02/from-the-sourcers-desk-those-endorsements-theyre-a-good-thing.html

Do you really want to do your job search on a 3" screen?

Don't get me wrong... I use my mobile devices for more and more things these days. But if I were a job seeker, I wouldn't be relying on my iPhone as my device for my job search. It's nice that the job sites are thinking about this issue. http://www.usatoday.com/story/money/business/2013/02/24/mobile-job-search/1938177/ But many companies have online application processes that don't work at all, let alone work well on a mobile small landscape screen. Most companies, even in Silicon Valley, need their online employment application reworked for ease of use. Just my 2 cents - let me know your thoughts.

Social Recruiting? Yes, but...

I think I'm pretty hip about recruiting using social media. But this article sort of lights me up - and shows little respect for the recruiting or HR functions of the company. While online reputation is important for a social marketer, I want more than street cred if I'm running the search. I want real accomplishments in the non-social world of marketing, and I want a track record that shows me this person is analytical and data-driven - that's a key success factor for anyone trying to make a difference for my company's/clients' bottom line. http://blogs.enterasys.com/hiring-a-social-marketer-no-paper-resume-accepted/ If I can help your company hire a smart social marketer or some other technically qualified role, drop me a note at info@broadbandhr.com

Manufacturing as a Growth Industry?

We haven't seen it here yet in Silicon Valley, but if Apple does the onshoring they are talking about, this could be a whole new wave of employment opportunities. And not just for software engineers... Take a look at Bill Humbert's theory here: http://www.recruitingtrends.com/manufacturing-employment-in-the-united-states-is-not-dead/ I am rooting for the home team!