Recruiting / Human Resources / Careers
“Staffing Your Company For Long-Term Success”
The Coprorate Severance Package
By Jim Stedt
A recent survey revealed that almost 25% of all businesses lack a written policy for severance packages, a practice which could result in nasty law suits. Jim Stedt outlines the six key steps in establishing corporate severance package policy and procedure.
Does Contract Recruiting Really Work?
By Jim Stedt
How can you make use of the services of a Contract Recruiting consultant? How do you find a good one? Jim Stedt presents an informative article directed to company presidents and HR professionals on this subject.
The Recruiter and Hiring Manager Relationship
By Rick Rawson
In order to find the best candidate for the job, the recruiter and hiring manager must be on the same page. Rick outlines the steps in the process of successfully creating and managing this relationship.
IT Certification: Measurement of Achievement? Or Just a Memory Exercise?
By Jim Stedt
Jim Stedt reviews the pros and pons of being “IT Certified.”
Recruiting During The Recovery
By Jim Stedt
Do you need to hire just a few new employees but can not afford to bring on a full time recruiter? We give sound economic answers to this difficult question in an article by Jim Stedt entitled, “Recruiting During the Recovery.”
Removing Barriers To Your Success
By the Staff at Hartley & Associates
Are you truly enjoying success in your life and your work? Or are you struggling with the mechanics of building a career and at the same time failing to create a life? In this article, we help you take a step back and view your life and work from a fresh and empowering perspective.
Selecting The Successful Recruiter
By Rick Rawson
Success in staffing depends on good communication, organization and finding the right recruiter for your company. In this article, Rick Rawson outlines how to find find the appropriate recruiter you need.
The Fine Art of Talent Balancing
By Jim Stedt
Summary: What is “Talent Balancing?” It is the ability to hire staff based upon on-going, long term needs and/or using technical people in more than your department or their primary recruited roles. Once you master this concept you can keep your staff smaller, postpone layoffs and create a lean and meaningful organization. In this article, we will discuss how to apply “Talent balancing” to your high tech organization.
Reading Résumés Between the Lines
By Jim Stedt
Résumé reading is not as easy as it sounds. Even experienced hiring managers can overlook clues and end up throwing away real “gems” that a company cannot afford to lose.
Job-Hopping: Wave Of The Future?
By Jim Stedt
A few years ago, a market research company predicted high-tech professionals would stay on the job for an average of only 28 months. That prediction might have sounded extreme at the time, but today it seems to be coming true.
Human Resources: Secrets Of A Startup
By Jim Stedt
This is an article in which we interview the human resources director of a high-tech start-up company and learn the secrets to building an effective HR department in a pre-IPO company.
7 Steps To Reducing Your Startup's Cost Per Hire
By Jim Stedt
If you are involved in hiring for a start-up, you should be tracking your cost per hire. Here are seven ideas to help you reduce that cost and maintain the quality of talent.
The Care and Feeding of the Candidate
By Jim Stedt
In today's competitive technology job market, a company's steady stream of employee prospects becomes almost as important a constituency as its actual workforce. To build a winning team, a company must create an atmosphere that entices prospective employees as much as it excites present ones.
Your First High Tech Job Is More Than Just A Paycheck
By Jim Stedt
The first impulse a new graduate often has is to accept the first job offer with a high salary that comes along. In some cases, grads take the very first offer, period. This month we'll discuss the importance of your first high-tech job and suggest some key areas for you to consider for your future.
Graduation: Time To Trade High-tech Myths For Realities
By Jim Stedt
The real world is a lot different from college or trade school. This article begins correcting the “top seven” misconceptions of high-tech students and new graduates.
What To Do When Your Résumé Brings Only Silence
By Jim Stedt
You are a dot-commer that has been out of work for 120 days. You keep sending résumés with no response. You start wondering, “What is wrong with me?” In this article we look inside the HR departments, recruiters and the Internet to find out where résumés go.
Some Sage Advice For The Newly Jobless Dot-commer
By Jim Stedt
For some dot-commers, the financial Easy Street ride has become very bumpy indeed. This is the first time in their career that they are out of a job and might not be employed anytime soon. These newly unemployed are now facing debt problems that cannot be disregarded. Ignoring debts will affect their credit rating or even getting their next job.
How To Turn Employees Into A Staff Recruitment Team
By Jim Stedt
Employee referral programs can be an effective and economical way to find new and replacement workers while creating positive internal public relations. Everyone wants to be recognized and rewarded, and companies that can capitalize on this need always stand out. In an effective employee referral program, everyone wins.
When Your Dot-com's Dot-gone, Here's How To Survive Being Laid Off
By Jim Stedt
Force reduction, downsizing, rightsizing, break in service, on the shelf, retrenchment whatever they are called, layoffs are very difficult for everybody. They are now becoming a fact of life in the high-tech arena, especially in the “dot-com” companies and startups of the New Economy. If you see the telltale layoff signs and think you will be caught in it, start planning as soon as possible.
What To Ask If Stock Options Are Part Of A Job Offer
By Jim Stedt
Many New Economy companies use stock options to convince high-tech talent to change jobs. You just got a job offer that includes them and you don't know if it is a good deal. You might not even know what questions to ask to determine that.
Startup Vs. An Established Company: Pros and Cons
By Jim Stedt
You are a high-tech professional who has decided to leave your company for a new position. Your first decision is: Do I want to work for a startup, or established company? There are some significant differences you should know about.
Pampering Employees Can Be The Key To Keeping Them
By Jim Stedt
Benefit programs are now becoming more than just the obligatory insurance and discount tickets to your local theme park. High-tech companies are customizing their programs to help retain and recruit talent.
IT Managers Hard-Pressed To Find Talent Welcome Certified Workers
By Jim Stedt
It is estimated that there will be more than 1 million people taking certification tests of some type this year in the technology arena. Almost all of the top 20 business software manufacturers have their own certification programs. The concept of certification is in full swing, but how does it compare to high-tech college degrees? Is it even fair to compare the two?
California Community Colleges and Distance Learning
An Interview With Professor L. Joyce Arntson
By The Staff of Hartley & Associates
It's a well-kept secret that California community colleges have come a long way in content and delivery methodology of high-tech classes. As candidate shortages continue in our industry, more and more companies are looking to training and certification classes to educate staff.
Staff Training: How To Do It And Why
By Jim Stedt
Should you train your staff? If so, how do you do it? This month we start to explore some methods of training for both technical and administrative staff.
Performing Revealing Reference Checks Makes All The Difference
By Jim Stedt
Performing a reference check on a potential hire can be a challenging task. Is it necessary? Can you glean crucial information about the candidate you didn't get from the résumé or the interview process? This article explores how to conduct revealing reference checks.
By Jim Stedt
Abstract: Every manager will have to fire someone at some point in his or her career. This article we discuss the requisite procedures that will accomplish the task and reduce your chances of being sued.
Refine Your Strategy For Job Fairs
By Jim Stedt
A new client recently asked me if he could ask an embarrassing question. It was, “How do you successfully exhibit at a job fair?” In fact, this question is far from embarrassing. Too many job fair exhibitors don't prepare properly - and then don't get quality results. Here are some basic strategies for having a successful recruiting result at the fair.
One-On-One With A Contract Recruiter
By Jim Stedt
In this article, we speak with a contract recruiter who works for an hourly fee. Joan Ramstedt has been delivering recruiting services to the high-tech industry since 1983.
Getting Contingency Searches to Work For You
By Jim Stedt
In this article, we will discuss the contingency search firm recruiter. With contingency, employers pay only if they hire a candidate the recruiter provides. As with any type of recruiting method, contingency has pros and cons.
By Jim Stedt
If you are a hiring manager or executive involved in recruiting in high technology, you have shared the same problem: finding qualified staff. At some point, it becomes necessary to use outside services to meet your staffing goals.
By Jim Stedt
Making a job offer is the culminating step in the recruiting process. Unfortunately, it is also the point you have the highest probability of losing the candidate.