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Change in the world of recruitment can come lightning fast (see sourcing technology, social media) or glacially slow (candidate experience, interview techniques, and so on.). One such glacier-like practice in my mind is employment references. You know the drill: It’s offer time, and you ask the candidate for references. The candidate sends you some to call, you call them, they say some wonderful things about the candidate and you check the box as completed. Done and Done. I am here to tell you that this is a practice that as it stands provides zero value. Yes – zero. Think about it from both sides of the coin:

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Recruiting top talent shouldn’t be that hard, right? Not so fast there, partner. Although there are plenty of people out there looking for work, finding the RIGHT people for your company isn’t as easy as some may think. And, if you happen to find great candidates for your company, keeping them can be just as challenging.

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Is your company losing talent? Are your employees quitting and moving on to your competitors? Related: Solving The Retention Puzzle (Part 1) Here are some tips for reducing turnover at your company from Donna Levin, VP Care.com Workplace Solutions and Co-Founder of Care.com.

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