Part 2: Retaining Candidates and New Employees
I present hiring managers with 3 – 5 of the best candidates. Presented candidates were selected from a few hundred potential fits. It’s critical to move forward quickly with the interview process. I
One common trend within the electrical industry has remained over the past few decades; competitive pricing tends to fall within a relatively narrow band of variability. Product categories differ, of course; with wire/cable the price fluctuates with
As a recruiter I am always asked: Is that necessary? Do I send via email or snail mail?
The better question is: why would you not send a thank you note? It would be sad in this very competitive market, if you lost the job to someone only because t
Part 2: Candidates, Branding Yourself to Ensure a Solid Job Offer
Similar to Part 1: Branding Your Company to Attract Top Talent, candidates also have the opportunity to “brand” themselves. Here are 3 things to focus on:
1) Prepare for the in
Long tail distributions are a relatively arcane fascination by statisticians. Roughly, a long tail mimics the 80/20 rule; also known as a Pareto distribution. But in a series of articles and books by Chris Anderson (editor of Wired), it’s clear tha
Part 1: How to Acquire Top Talent
In the electrical industry, technology is playing a huge role in the lack of qualified talent. Smart controls, IoT / IIoT influences, distributed energy, DER, DERM, blockchains, microgrids, wind, solar, storage…
You’ve made the offer and Superman has accepted…recruiting process is complete. Or is it?
In my 18 years of experience recruiting in the electrical industry, one thing is very true: candidates fall off 50% more in electrical distribution than
We have arrived at a sad point in history where 'facts' are deemed subject to belief; i.e. not accepted as 'facts'. For decades we have always had an objector viewpoint; e.g. 'scientific' studies showed that smoking wasn't a contributor to cancer; de
I have had companies ask me about assessment tools and what I think of them. I believe they have some value in evaluating personalities or cultural attributes, but I know of no assessment tests that can predict success in your company.
Part 1: Branding Your Company to Attract Top Talent
Interviewing isn’t just about bringing a candidate in and asking them questions. It’s an opportunity to sell your brand and company. Eighty four percent of the candidates I placed were employed