How do we develop profiles of "ideal" employees for each job? Not the usual job descriptions, which don't give us the precision we're looking for?
—Only the Best Please, manufacturing, Buffalo
How do we use big data to inform our hiring decisions?
—Analyze This, talent management consultant, software/services/technology, San Jose, California
How do we win the war for hiring nurses? And is there a secret to keeping them for extended periods after we hire them?
—Battle-weary talent coordinator, health care, Fort Worth, Texas
Our management wants me to make a presentation justifying the need for additional staff. I started with a “statement of opportunity” and included:
What else might I need to include to get senior management to approve the additional positions?
—Out of Ideas, talent management consultant, automotive, Abu Dhabi
I am working for a company that doesn’t want to spend money on recruiting, but wants lots of warm bodies to interview. I have maxed out new résumés and posting jobs on free boards. How could we get more people interested?
—Make Something From Nothing, staffing and recruiting, energy, Boston
How do we tie recruiting to fill new positions to development of a comprehensive succession strategy? People tend to talk about succession as a separate event from recruiting, but isn't there a connection between the two? We aren't far enough along on succession and the question has arisen in the context of our ongoing internal discussions.
—We Have Needs, services/software, Amherst, Massachusetts