Professional reference check processes are – generally – flawed. Why? First, we let candidates control who we talk to…and it’s rare for a candidate to volunteer someone who’s not going to rave about them. Second – and related to the first reason – is that references rarely change the outcome of our hiring decisions. When
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I was just sharing this experience in a recruiter/sourcing training session I was doing for a health care client this past week. I’m working in my home office one night, around 9:30pm. And the phone rings on my business line. I pick it up, and I get a surprised, “Hello…John?” (He clearly wasn’t expecting me
I enjoy writing, have some stuff published in a couple books on staffing best practices, and enjoyed some success with some popular recruiting white papers and recruiting newsletters I used to write, so thought – what the heck, let’s try on this blog-thing, and see if it fits. So, my plan is to write about
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Who is This Blog Written For?
- Corporate Recruiters: Who Is Your Customer?
- Recruiting Trends for 2017 and Beyond…
- Recruiting Toolbox Leadership Panel – Part 2
- Stop calling it an intake form. Please.
- HBR Article on Blitzscaling – hiring fast, at scale
- Join John Vlastelica for a Live Webinar on Leveraging Hiring Managers
- Recruiting Toolbox welcomes Shannon Anderson as Principal Consultant, based in Seattle
- How to Engage Hiring Managers: An interview with John Vlastelica
- Recruiting Toolbox Leadership Panel – Part 1
- Recruiting/Talent Project Management in the Real World