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Category: Employers

6
November 1, 2018

Avoiding Groupthink I’ve been recruiting for almost 40 years.  Transactions between hiring authorities and search consultants remain the same.  Employer’s sole focus is on my candidates’ “measurables”; i.e. credentials, statistics, competitors, etc… Data in, outdated?   Is it time to re-consider traditional personnel evaluation processes? In Sales Job history is Overrated? The executives I survey agree[…]

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July 26, 2018

For the last couple of years we have been sending out email chimps to clients and candidates in our database. These are articles pertaining to our business of recruiting, hiring processes, current state of the market, etc. Of the 929 sent out, 189 are opened, on average from 20%-24%. My question is what makes you[…]

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July 11, 2018

Employer – I am of course.  I’m the one with the job to offer. Applicant – Duh, I am.  I have more interviews than I can handle. Employer – That doesn’t affect me.  I’m only going to hire my ideal candidate.  Besides I’ve always been in control. Applicant –  Maybe it’s different this time.  […]

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May 21, 2018

HR Execs serve valuable roles for the clients I partner with.  They are the “glue” within their cultural walls and are key to cohesive hiring messages, practices and results. On the other hand, Headhunters hear and feel the angst and “confidential” buzz that leak out of those same offices.  So, what you can learn from[…]

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April 27, 2018

What’s your top priority? Process or purpose? Where is it written that the longer a company’s interview process the better the result?  In fact, my empirical evidence over 35 years in the trenches suggests otherwise.  Time-to-market  in our hyper-competitive, supersonic paced I.T. Industry is critical.  So why insist upon screening 5-10 candidates 4 plus times[…]

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April 4, 2018

Source: https://www.bizjournals.com/denver/subscriber-only/2018/03/23/2018-largest-denver-area-permanent.html  

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6
November 1, 2018

Avoiding Groupthink I’ve been recruiting for almost 40 years.  Transactions between hiring authorities and search consultants remain the same.  Employer’s sole focus is on my candidates’ “measurables”; i.e. credentials, statistics, competitors, etc… Data in, outdated?   Is it time to re-consider traditional personnel evaluation processes? In Sales Job history is Overrated? The executives I survey agree[…]

Read More

July 26, 2018

For the last couple of years we have been sending out email chimps to clients and candidates in our database. These are articles pertaining to our business of recruiting, hiring processes, current state of the market, etc. Of the 929 sent out, 189 are opened, on average from 20%-24%. My question is what makes you[…]

Read More

July 11, 2018

Employer – I am of course.  I’m the one with the job to offer. Applicant – Duh, I am.  I have more interviews than I can handle. Employer – That doesn’t affect me.  I’m only going to hire my ideal candidate.  Besides I’ve always been in control. Applicant –  Maybe it’s different this time.  […]

Read More

May 21, 2018

HR Execs serve valuable roles for the clients I partner with.  They are the “glue” within their cultural walls and are key to cohesive hiring messages, practices and results. On the other hand, Headhunters hear and feel the angst and “confidential” buzz that leak out of those same offices.  So, what you can learn from[…]

Read More

April 27, 2018

What’s your top priority? Process or purpose? Where is it written that the longer a company’s interview process the better the result?  In fact, my empirical evidence over 35 years in the trenches suggests otherwise.  Time-to-market  in our hyper-competitive, supersonic paced I.T. Industry is critical.  So why insist upon screening 5-10 candidates 4 plus times[…]

Read More

April 4, 2018

Source: https://www.bizjournals.com/denver/subscriber-only/2018/03/23/2018-largest-denver-area-permanent.html  

Read More

5
November 1, 2018

Avoiding Groupthink I’ve been recruiting for almost 40 years.  Transactions between hiring authorities and search consultants remain the same.  Employer’s sole focus is on my candidates’ “measurables”; i.e. credentials, statistics, competitors, etc… Data in, outdated?   Is it time to re-consider traditional personnel evaluation processes? In Sales Job history is Overrated? The executives I survey agree[…]

Read More

July 26, 2018

For the last couple of years we have been sending out email chimps to clients and candidates in our database. These are articles pertaining to our business of recruiting, hiring processes, current state of the market, etc. Of the 929 sent out, 189 are opened, on average from 20%-24%. My question is what makes you[…]

Read More

July 11, 2018

Employer – I am of course.  I’m the one with the job to offer. Applicant – Duh, I am.  I have more interviews than I can handle. Employer – That doesn’t affect me.  I’m only going to hire my ideal candidate.  Besides I’ve always been in control. Applicant –  Maybe it’s different this time.  […]

Read More

May 21, 2018

HR Execs serve valuable roles for the clients I partner with.  They are the “glue” within their cultural walls and are key to cohesive hiring messages, practices and results. On the other hand, Headhunters hear and feel the angst and “confidential” buzz that leak out of those same offices.  So, what you can learn from[…]

Read More

April 27, 2018

What’s your top priority? Process or purpose? Where is it written that the longer a company’s interview process the better the result?  In fact, my empirical evidence over 35 years in the trenches suggests otherwise.  Time-to-market  in our hyper-competitive, supersonic paced I.T. Industry is critical.  So why insist upon screening 5-10 candidates 4 plus times[…]

Read More

April 4, 2018

Source: https://www.bizjournals.com/denver/subscriber-only/2018/03/23/2018-largest-denver-area-permanent.html  

Read More

6
November 1, 2018

Avoiding Groupthink I’ve been recruiting for almost 40 years.  Transactions between hiring authorities and search consultants remain the same.  Employer’s sole focus is on my candidates’ “measurables”; i.e. credentials, statistics, competitors, etc… Data in, outdated?   Is it time to re-consider traditional personnel evaluation processes? In Sales Job history is Overrated? The executives I survey agree[…]

Read More

July 26, 2018

For the last couple of years we have been sending out email chimps to clients and candidates in our database. These are articles pertaining to our business of recruiting, hiring processes, current state of the market, etc. Of the 929 sent out, 189 are opened, on average from 20%-24%. My question is what makes you[…]

Read More

July 11, 2018

Employer – I am of course.  I’m the one with the job to offer. Applicant – Duh, I am.  I have more interviews than I can handle. Employer – That doesn’t affect me.  I’m only going to hire my ideal candidate.  Besides I’ve always been in control. Applicant –  Maybe it’s different this time.  […]

Read More

May 21, 2018

HR Execs serve valuable roles for the clients I partner with.  They are the “glue” within their cultural walls and are key to cohesive hiring messages, practices and results. On the other hand, Headhunters hear and feel the angst and “confidential” buzz that leak out of those same offices.  So, what you can learn from[…]

Read More

April 27, 2018

What’s your top priority? Process or purpose? Where is it written that the longer a company’s interview process the better the result?  In fact, my empirical evidence over 35 years in the trenches suggests otherwise.  Time-to-market  in our hyper-competitive, supersonic paced I.T. Industry is critical.  So why insist upon screening 5-10 candidates 4 plus times[…]

Read More

April 4, 2018

Source: https://www.bizjournals.com/denver/subscriber-only/2018/03/23/2018-largest-denver-area-permanent.html  

Read More