Every week, I review blogs and other publications that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces about recruiting and succession planning.
From Human Resource Executive Online: What’s the Holdup with Hiring?
“A recent Glassdoor poll finds the average interview process took close to 23 days in 2013, compared to approximately 12 days in 2009. While thoroughly vetting candidates is a must, experts say the risk of frustrating candidates and damaging the corporate brand increases greatly when the company drags its feet in filling positions — or even if applicants perceive as much.”
From Kyle Lagunas: Why You Should Be Assessing Candidates for Grit
“I have a few thoughts on the standard practices employers use to gauge the quality of their applicants. Many require college degrees or ‘equivalent experience’ for entry-level positions, which I think is preposterous. Quite the contrary, I’m of the opinion that college degrees are dime-a-dozen these days – and a poor indicator of candidate potential. Duckworth’s extensive research proposes there may be a much better measure of viability. It wasn’t social intelligence or IQ – it was grit.”
From Brittany Thorley: How to Recruit Top Talent Employees Through Social Networking
“Social networking is a vital tool for every brand and is quickly changing the face of how we do business and how we hire. In fact, sites like LinkedIn, Facebook, Twitter, Google+ and even Pinterest could just find the candidate you need to propel your business to the next level.”
From Dan McCarthy: How to “Freshen up” your Stale Succession Planning Process
Question: “I am struggling with how to take our established Succession Process to the next level. We have been using the 9 box and Likely 5 process for a number of years, and I am trying to figure out what is next and how to freshen up the process.”
