Hiring managers often feel pulled between two pressures: move quickly or hold out for the perfect candidate. Neither extreme usually ends well.Consider this scenario. The candidate pool is limited, but someone comes along who meets 85 percent of the organization’s needs. The interview goes well. The candidate appears capable, interested and aligned with the team. …
Why onboarding begins before the offer, and why silence afterward may cost you the hireMany employers treat recruitment and onboarding like a relay race: managers and supervisors recruiting carry the baton until the offer is accepted, then hands it to HR for forms and first-day orientation. Candidates, though don’t see a handoff. They see one …
How Hiring Practices Are Backfiring—and What Employers Can Do About It Last month, this column focused ghost jobs and the damage they do to employer brand. This month, let’s talk about what happens next, because job seekers didn’t just notice. They adapted…in a way that isn’t helpful for anyone.Instead of carefully targeting roles, many candidates …
I’ll admit it. I’ve done it.At one point, I thought it was smart and posted an “evergreen” job. The idea? Always be open to great talent. Keep the door open. See who’s out there. So the job stayed on our careers page… indefinitely.Turns out, that’s not a best practice. It’s one of the biggest frustrations …
