How to run a calibration session that sticks
Getting a panel to agree what a strong candidate looks like, using real profiles rather than adjectives.
Help Our Hiring Managers Move from Known to Unknown
Hiring managers default to the profile they already know. How to widen the target without lowering the bar.
From order taker to partner in ninety days
What a recruiter can realistically change in one quarter, and what needs the manager to move first.
Reading the market well enough to argue with it
Turning supply, salary and competitor data into a point of view a hiring manager acts on.
Closing without overselling the role
How to represent a job honestly and still win the candidate you want.
Defining quality of hire so the number survives scrutiny
The measure everyone wants and few can defend. Start with what the business already believes.
What to measure at ninety days, and what to ignore
Early signals that correlate with a good hire, and the ones that only look like they do.
More Interested + More Interesting = Better Recruiting
Two habits separate the recruiters candidates call back from the ones they ignore. Both can be coached.
When quality of hire and time to fill pull apart
They usually do. How to decide which one the business is actually asking for.
Where the time actually goes in a slow loop
It is rarely sourcing. Mapping the delays that nobody owns is usually the whole fix.