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Stop Screening Qualified Candidates ‘In.' You’re Just Screening Them Out (and it’s Costing you a Fortune) - Part 2

November 04, 2016 Leah Daniels

In my last post, we examined the United States employment landscape in relation to candidate screening processes. The moral of the story: endless candidate screening processes cost a boatload of money, and singlehandedly lower an organization's chance to capture top talent.

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Stop Screening Qualified Candidates ‘In.’ You’re Just Screening Them Out (and it’s Costing you a Fortune) - Part 1

October 28, 2016 Leah Daniels

In a well-intended, yet cumbersome effort to screen out applicants who are completely unqualified, companies often dive into an overzealous process, driven by vendors of screening tools that urge unfortunate uses of features that are clearly not meant to be used in the first interaction between your company and new applicants.

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8 Reasons the Magical World of the Internet Isn’t Getting you Candidates

August 23, 2016 Leah Daniels

Remember the good ole days when all you had to do was post a job in a newspaper? You paid by the word, got local candidates, and then hired one. The world of advertising was much simpler then. All employees worked in a single office, so location was the primary driver of determining your talent pool.  

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7 Roadblocks to Applies

July 14, 2016 Doug Taylor

You’ve had that job opening for awhile now, and your boss is breathing down your neck to get it filled. You’re certain that you’ve dotted every ‘i’ and crossed the ‘t’s,’ so where are all the applicants?

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Why Outcome-Based Job Descriptions Drive Up Quality and Quantity of Candidates – Part II

June 21, 2016 Leah Daniels

Once you have created outcome based job descriptions, as described in Part I, that focus on selling the candidate the job, the next step is to get that job description in front of the right people. 

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Why Outcome-Based Job Descriptions Drive Up Quality and Quantity of Candidates – Part I

June 16, 2016 Leah Daniels

If you’re a recruiter, you’ve heard the repetitive story of how job descriptions should be formatted: be specific, state realistic required skills, and avoid impractical wish lists from hiring managers.

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