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When Accepting Resumes, Don’t Weed out the Weak Ones

By: James Dix Thursday September 11, 2014 comments

Theres a multitude of ways to waste time when looking for qualified candidates. Perhaps my personal favorite way to waste time is weeding out weak resumes: summarily dismissing weaker candidates based on resumes lacking specific buzzwords, arbitrarily tossing resumes for those who dont meet the minimum experience requirements, and generally slogging through gargantuan mounds of applicants. Heres an idea stop wasting time getting rid of weak applicants. When it comes to sourcing new candidates, therere many tools that are available:... Read More


News flash: Top Talent Isn’t Looking at Your Job Postings

By: James Dix Thursday August 7, 2014 comments

News flash: Top Talent Isn’t Looking at Your Job Postings

As the battle for top-talent gets more intense every day, there's one simple fact that recruiters need to keep in mind: the most talented people don't look for jobs - they get offered jobs. When do you suppose the last time Pearl Jam had to demo an album before it went on sale? When do you suppose the last time Kevin Spacey had to audition for a role? At a certain point, talented people are sought out and have the luxury of being choosey, and this applies to every job in every industry. If you're not one of the recruiters actively... Read More


In Case You Missed It: 2.3 Million Employees Quit in a Month!

By: James Dix Friday August 1, 2014 comments Tags: Employee Turnover

In Case You Missed It: 2.3 Million Employees Quit in a Month!

In case you missed our post by James Dix from April: According to the  Bureau of Labor Statistics  (BLS), over the last 18 months, more and more employees have been willing to voluntarily quit their jobs. On the other side, fewer and fewer employees are being laid off or discharged. While this trend could be related to  employee dissatisfaction ,  more confidence in the US job market , or less  reliance on employer healthcare , the fact remains that nearly 2.3 million employees quit their jobs each month. The BLS measures... Read More


Referral Program Design: Communication

By: James Dix Friday June 27, 2014 comments

Referral Program Design: Communication

One of the more important aspects to a fruitful employee referral program is communication. It is crucial to have communication between recruiters, employees, executives, and management. Not only do employees need to know about the referral program, but the employees need to know how the program fits into the overall strategic goals of the company. Further, employees need to be kept in the loop on how their referrals are doing in the hiring pipeline and be encouraged to make referring a priority. Employee referral programs have... Read More


The True Cost of Turnover Part 3

By: James Dix Tuesday May 13, 2014 comments

The True Cost of Turnover Part 3

Part 1   Part 2 While there are many ways to retain current employees, one of the best ways to reduce turnover is to start with the right employee during the hiring process. Compared to job boards and career sites, the best hires are employee referrals. The time to hire is the shortest, and referred employees stay the longest . Referrals promote workplace diversity . Referred employees have the highest chance to fit in culturally . The impact from turnover on customers and other employees is hard to measure, but is an... Read More


The True Cost of Turnover Part 2

By: James Dix Thursday May 8, 2014 comments

The True Cost of Turnover Part 2

Two days ago in part 1 of this blog , I wrote about the broad classifications of turnover costs. Today I will be looking into the specifics. Drawing inspiration from The Cost of Turnover by Hinkin and Tracey (Cornell Hotel and Restaurant Administration Quarterly, 41 (June): 18), the following are individual costs to consider as part of turnover: Separation Costs Exit interview Paperwork processing Severance pay Recruiting and Attracting Costs Advertising Search and agency fees Internal referral... Read More


The True Cost of Turnover Part 1

By: James Dix Tuesday May 6, 2014 comments

The True Cost of Turnover Part 1

Defining an average cost of turnover can be misleading - even within a specific industry, too much variance occurs from geography, company size, internal practices, turnover rates, and many other reasons. Instead of pinpointing an exact overall cost, over the next week, I will be exploring specific costs that apply to organizations throughout the turnover process, and I will be including some nontraditional measures that are wholly justifiable. Overall, the costs can be broken down into five broad categories: separation, recruiting, selection,... Read More


ATTN: Recruiters -- 2.3 Million Employees Quit in a Month

By: James Dix Thursday April 24, 2014 comments Tags: Employee Turnover

ATTN: Recruiters -- 2.3 Million Employees Quit in a Month

According to the Bureau of Labor Statistics (BLS), over the last 18 months, more and more employees have been willing to voluntarily quit their jobs. On the other side, fewer and fewer employees are being laid off or discharged. While this trend could be related to employee dissatisfaction , more confidence in the US job market , or less reliance on employer healthcare , the fact remains that nearly 2.3 million employees quit their jobs each month. The BLS measures turnover (or "separations") in several different categories.... Read More


Recruiting: The Right Tools for the Right Job

By: James Dix Wednesday April 9, 2014 comments

Recruiting: The Right Tools for the Right Job

When it comes to sourcing new candidates, there're many "tools" that are available: employee referral programs, job boards, LinkedIn, bear traps, "free" coffee. Not all tools are created equal for sourcing - It's about using the right tool for the right job. When building a house, you could use a screwdriver to hammer in a nail, but it'd be better to use a hammer. Hell, why even use a hammer? Hammers are old tech, so why not use a pneumatic nail gun? How long would it take to build a home without the right tools? How long does it take to... Read More


Referral Program Design: Recognition versus Recall

By: James Dix Thursday March 20, 2014 comments Tags: HR, Human Resources, Recruiting, Referral Link, Sourcing

Referral Program Design: Recognition versus Recall

The human brain is a highly complex organ, and two ways to retrieve information tucked away in memory are recognition and recall. To put it simply, the difference between recognition and recall is whether or not stimulus is present; recall lacks stimulus. A fill-in-the-blank test requires recalling the correct answer whereas a multiple choice test requires recognizing the correct answer from a list. Recall tends to be harder because it lacks hints to point the brain in the right direction. The concept of recognition being superior to... Read More