Traditional

Job Advertising

Attracts The Bottom

Third of the Candidate

Pool

Traditional job advertising attracts the bottom third of the candidate pool by using traditional techniques of job advertising. Learn how to improve your job advertisements so that you can begin to attract top talent for every role in your organization. Discover the power of a Compelling Marketing Statement  to bring outstanding candidates to your doorstep the next time you have an opening. Replace your outdated and ineffective job descriptions masquerading as classified job advertising. In this radio program, Brad and Barry walk you through the key elements of replacing your traditional job ads with a Compelling Marketing Statement..

Hiring Top Talent

Determinig

Cutural Fit

The number one reason candidates fail in their brand new job is that they cannot deliver your expected results. The second reason is that they cannot adapt to your unique culture and environment. Adapting to your culture must be measured to ensure a successful hire. Unfortunately, measuring the ability to adapt to your culture is one of those items everyone talks about, but is not sure how to do it effectively. In this Audio Program, Barry and Brad break down the specific tactics on how to measure whether a candidate can replicate their past accomplishments and achievements in your unique culture.on.

Non-Monetary

Rewards and

Recognition Part 2

There are seven non-monetary steps you can take to retain your best talent. Your best people may not leave today, but they may start looking if they don’t feel appreciated. Many managers never take the time to demonstrate how much they appreciate their team. Only a very small percentage regularly read books on leadership or take a workshop or seminar on developing people, and then wonder why their best people just gave notice.
In part 1 Barry and I discuss 4 simple things all managers can start doing now that cost nothing but have a huge impact on retention. Implement even one of these 4 and your best talent will stay with you not your competition.

Non-Monetary

Rewards and

Recognition Part 1

There are seven non-monetary steps you can take to retain your best talent. Your best people may not leave today, but they may start looking if they don’t feel appreciated. Many managers never take the time to demonstrate how much they appreciate their team. Only a very small percentage regularly read books on leadership, take a workshop or seminar on developing people and then wonder why their best people just gave notice.
Part 1 Barry and I discuss 4 simple things all managers can start doing now that costs nothing but has a  huge impact on retention. Implement even one of these 4 and your best talent will stay with you not your competition.

The Real Reason For

Checking References

Checking references is a critical component of the process of hiring top talent. Reference Checking is a key element of Step Five in our Success Factor Methodology of validating, verifying, and vetting what the candidate claimed in the interview. Most hiring executives and managers contend that candidates embellish and exaggerate what they’ve done and what they can do at least 100% of the time. In this radio program we explore the most effective tactics to reach the right references, how to interview a reference, and the process of “reverse-engineering” the interview through the references.

Number 1 Biggest

Hiring Mistake

This mistake just by itself leads to so many problems in the hiring process it is no wonder only 56% of hires are successful.
In a research project, we commissioned more than 130 companies and 230 executive hires where we identified the 10 biggest mistakes companies make when hiring. There wasn’t even a close second.
This one mistake is so powerful it impacts, sourcing, interviewing, references, compensation, title and bringing the candidate on board.It is truly the most powerful hiring mistake.  We give you a simple,  but not necessarily an easy, solution that all companies can adopt to ensure they don’t make this mistake.

10 Biggest

MistakesCompanies

Make With Recruiters

Many CEOs and executives are disappointed by the performance of the executive recruiters they have chosen. Through extensive surveys, IMPACT Hiring Solutions has identified The Top 10 Mistakes and False Assumptions companies make in selecting executive recruiters. Don’t fall victim to one of these mistakes. Your next hire is too important to make false assumptions, errors, and mistakes on selecting the recruiter who will help you bring top talent to your company. Discover mistakes ranging from assuming the recruiter must have industry/functional knowledge of the position to false assumptions about the interviewing process used by most recruiters to recommend candidates. After listening to this audio program, you’ll never again fall victim to the top 10 mistakes companies make in selecting executive recruiters.

Upgrade Your

Team Now

There may never be a better time in the history of your company to upgrade your talent. You have an opportunity to pick one or two underperforming roles and upgrade them with talent that you might not be able to acquire once the economy comes roaring back. These top talent employees currently working with your competitors are open to talking with you right now. Once the job market rebounds, they might not be open to talking with you for another decade.

Are you taking the proactive steps to find, engage, and communicate with top talent right now, even though you might not have an immediate opening? Beginning the dialogue with great talent now allows you to pick from the cream of the crop when you actually have the need to hire. One of the greatest mistakes hiring managers make is to turn the hiring process into a reactive mode. Instead, we recommend being proactive and taking the initiative to find, nurture, and develop pools of high potential candidates.

In-depth

Work Style

and

Personality

Assessments

Dana Borowka, CEO of Lighthouse Consulting, explains the benefits of assessing candidates before you hire them. He explains how to use the assessment tools to get the most out of the employee once they come on board. There are many assessments out there, but only a few ask enough questions to provide an in-depth analysis of the candidate. If you are considering hiring a key person in your organization you should read Dana and Ellen Borowka’s new book, Cracking the Personality Code.

You can dramatically increase your hiring accuracy with these assessments.

Motivating

Top Talent

In

De-motivating

Times

Motivating top talent in de-motivating times is very difficult. Retaining your best talent requires special techniques not normally utilized even in good times. We give four absolute “musts” companies need to do to ensure their top talent stay motivated and stay with you. It isn’t about the money. In fact, many companies aren’t giving raises, paying bonuses, or offering promotions. Many are doing the opposite. If you want to keep your top talent you must, create a culture of performance, maximize non-monetary rewards, eliminate a dysfunctional culture and provide feedback. This program will give you tips and solutions on exactly how to do those four things.

5 Must-Ask

Questions for

Every

Interview

Eliminating candidate embellishment is one problem most hiring managers struggle with. By asking these 5 questions and probing deeply most embellishment can be detected. However, that isn’t the major reason for failed interviews. Most interviews actually fail before the interview even starts. Failure begins in the lobby! The most powerful and impactful part of the interview starts before even one question is asked. If you want to dramatically increase your company’s interviewing accuracy, this one-hour show will let you know how.

Outsourcing

Human

Resources

Can your company save thousands by outsourcing HR? Jeff Stinson, President of Global Human Resources Outsourcing (GHRO), discusses all the reasons why you should consider this option if you are a CEO. HR is becoming more and more complex. The legal fees companies are paying can often be eliminated with a little prevention. Jeff has been a VP of HR for a Fortune 500 company and he brings that expertise and knowledge to this show. Investing 50 minutes to listen can save you thousands.

You're

NOT

The

Person

I

Hired

Our most popular program on attracting, hiring and retaining top talent. We describe in detail our 5-step hiring methodology known as, The Success Factor Methodology. This program has been delivered to thousands of CEO's and key executives throughout the country.

In addition, this is the in-house workshop most requested by our clients to train their hiring team.

All 5 steps are covered: 1) Defining the job; 2) Sourcing top talent; 3) Interviewing that eliminates candidate embellishment; 4) Post interview assessment process; 5) Additional tools you can use to validate what the candidate said in the interview is true and most important, they are able to do your job and fit in with your culture.

Using social media sites such as LinkedIn, Twitter or Facebook to find customers, new employees or a job is new to most people. Today’s show is all about how you can leverage these sites to get what you are looking for. My partner Barry Deutsch and I discuss all the reasons to begin using these sites but most importantly how to use these sites to accomplish your objectives. Social media sites are all the rage but few know how to use them to drive business, sales or sourcing for people or a job. Most become overwhelmed and just give up. We will show you how to start, which sites are best suited for your needs, how to engage people and the real purpose of these sites. Social media may be right for some and a waste of time for others. Find out in which category you fall.