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In this episode I speak with Diana Meisenhelter who is the former head of talent at FedEx office. And we’re going to discuss job searching during the COVID 19 pandemic. This is a great episode for both recruiters and job seekers to understand how to communicate properly through the hiring process during a situation likeRead more

Hey, it’s Craig Fisher, host of inside talent. In this episode I speak with Diana Meisenhelter who is the former head of talent at FedEx office. And we’re going to discuss job searching during the COVID 19 pandemic. This is a great episode for both recruiters and job seekers to understand how to communicate properlyRead more

https://anchor.fm/s/bbe557c/podcast/play/13339059/https%3A%2F%2Fd3ctxlq1ktw2nl.cloudfront.net%2Fproduction%2F2020-4-5%2F70473656-44100-2-074528736f75b.m4a On this episode of the Inside Talent podcast, Craig Fisher talks with Jerome Ternynck about how recruiters can reinvent themselves and be change agents when the world needs them more than ever. Jerome is the Founder and CEO of SmartRecruiters and Published Author of “Hiring Success: How Visionary CEOs compete for the best talent”,Read more

https://anchor.fm/s/bbe557c/podcast/play/12763607/https%3A%2F%2Fd3ctxlq1ktw2nl.cloudfront.net%2Fproduction%2F2020-3-22%2F66640934-44100-2-36cd0f707b014.m4a Jim D’Amico is a globally recognized TA Leader, specializing in building best in class TA functions for global organizations. He’s a speaker, author, and mentor, with an intense passion for all things talent acquisition.  He’s currently Global Head of TA for Celanese and President of ATAP.  He’s also a military veteran as well asRead more

Listen to the podcast: In this episode Allegis Global Solutions’ Craig Fisher talks with Kerry Noone, Head of Employer Brand and Recruitment Marketing at CVS Health. Employer branding and candidate communications in COVID19 crisis mode. -What types of things do we want to communicate at a time like this? -Do we stop the culture marketingRead more

In this podcast and video I’m talking with Lars Schmidt who is building a database of resources of employers’ corporate communications about the current crisis and how they’re dealing with it, listings of companies who are hiring and several other #COVID19 crisis resources for both employers and job seekers in a document linked just below.Read more

In this video I share the lighting, camera, and microphone set up I use to look and sound great on remote meetings, webinars, and demos. These tips and products (I give several options) are easy to acquire (thank you Amazon) and very easy to set up. https://www.linkedin.com/posts/wcraigfisher_video-remoteworkers-workfromhome-activity-6645455024992374784-CNRv I’ll show you how to arrange your lightingRead more

  In this episode, Craig Fisher discusses social media advertising with Melissa Van Dyke, social media marketing strategist from Recruitics, a data-centric recruitment marketing agency.  Whether you’re trying to build your brand or attract prospects, social media advertising should be an essential part of your strategy. Craig an Melissa break down the basics and advancedRead more

I recently chatted with Matt Plummer, VP Product Strategy at ZipRecruiter, to kick off Conversations with Craig, a new feature we’re launching here on InsideTalent that I’m really excited about. I enjoyed talking shop with one of the smartest product guys in the business, and hope you learn as much as I did from Matt aboutRead more

  According to Jobvite's 2019 benchmark report, job candidates are less willing to change jobs than ever. In 2018, the average number of candidates per open requisition was the lowest ever, at just 29 (down from 36 in 2017 and 52 in 2016).  This might seem counter-intuitive to the job-hopping free-for-all stories we've told ourselves over the last few years of this growth market. The reality is, although employers often receive a plethora of applications for many job requisitions, many highly skilled and niche positions are still a struggle to fill.  And as organizations attempt to flatten, yet still grow, more middle managers are created.  I have a theory that these managers, who often find themselves in a position where they, themselves, need to hire for difficult roles, are ill-equipped to do so. Managers end up managing because they were good at their old jobs, which often were individual contributor roles, not because they are particularly good managers.  The hope is that a high percentage of new managers will be naturally good at managing.  It would be some pretty sweet icing for those in recruiting and talent acquisition roles if those managers also turned out to be good at hiring.  But since most organizations don't give new managers much training in either managing or hiring, the odds are probably on the low side. I posited this theory to a group of recruiting experts at the recent LAX TechRecruit conference in Los Angeles.  You can listen to the conversations I had with Lou Adler, Dean Da Costa, Alan Fluhrer, and Amy Miller here.  We debated whether good leaders are born or made (or both).  We asked if "hiring managers" are even a real thing. And we discussed how best to help managers by being good partners in recruiting. You can hear the entire conversation on the podcast here.  It's a great debate. And here are the suggestions by our expert panel on how to best help hiring managers with the clearly difficult task of filling roles on their teams.

1. When opening up a new job requisition, start with these two questions:
   1) Why would a top person who's not looking want this job for non-monetary reasons?
   2) What does the person need to accomplish in the first 6-12 months to be considered a top performer in this role?  -Lou Adler, CEO, Performance-based Hiring Learning Systems
2. Working with hiring managers is best when you both respect, listen and pull towards the same goal. Being respectfully candid, and open to new ideas. -Alan Fluhrer, Talent Acquisition Manager at W.E. O'Neil Construction
3. BRING DATA. You MUST have a good sense of your pipeline, labor market data, etc. Never come to a meeting with NO information. You may only have a little, but be ready with questions to help fill in the gaps you don't know. We are expected to be the "recruiting experts" -we prove that by having and sharing information THEY DO NOT POSSESS. -Amy Miller, Senior Tech Recruiter at Google
4. Take control and have facts to back you up! -Dean Da Costa, Enterprise Sourcing Practice Lead at Lockheed Martin
5. Be a true partner.  You and the hiring manager are peers.  He or she is the expert for their team, and you are the expert in recruiting.  You should hold each other accountable.  And you should bring the level of professionalism to each search that you would expect from your most respected peers and partners. -Craig Fisher, Head of Recruiting Innovation at Allegis Global Solutions

Thanks to Stacey Broadwell, founder of TechRecruit.io for inviting me to speak at their events in 2018 and 2019.  The conversations have been stimulating and the company good. Are you a hiring manager or recruiting professional?  What are your thoughts and suggestions?  Let me know in the comments below.

https://anchor.fm/s/bbe557c/podcast/play/4424697/https%3A%2F%2Fd3ctxlq1ktw2nl.cloudfront.net%2Fproduction%2F2019-7-30%2F22085538-44100-2-14760cfb9011f.m4a According to Jobvite’s 2019 benchmark report, job candidates are less willing to change jobs than ever. In 2018, the average number of candidates per open requisition was the lowest ever, at just 29 (down from 36 in 2017 and 52 in 2016).  This might seem counter-intuitive to the job-hopping free-for-all stories we’ve told ourselvesRead more