Thought Leadership
With a name like Thought Leadership, you knew this section was going to feel academic.
No doubt you’re expecting a smattering of 25-page PDFs here summoning all soldiers to enlist in the “war for talent”. Perhaps a nice academic whitepaper trumpeting the coming labor shortage? Anyone? Bueller?
That’s not us. We’re experts, but we’re in the business of sharing thought leadership that is... wait for it…readable.
At Kinetix, we’re out to strip away the consultant-speak and talk like regular people. You agree? Then we should high-five – because you’ve come to the right place. Check out the riffs featured below and let us know what you’d like us to cover next.
We’re pleasers like that.
We know. You created a stellar job posting, sourced and interviewed, did all the right things. You took your time with the process and the perfect candidate emerged, consensus was reached and you made the hire. Flash forward a few months and the feedback is flowing in from the company. The new guy sucks.
You know the drill. Companies use employee referral programs on a regular basis, either having them on at all times or spiking them up and down based on need. But where’s the incentive? The draw? The days of the dead-end, boring referral program end here.
White lies, tall tales and whoppers. Let’s face it- we’ve all had a hand in stretching the truth from time to time. Think the world of recruiting doesn’t have lies? Think about these statements: “We’ve decided to go in a different direction.” “We believe in work/life balance.” “Social media will change everything in recruiting.” Um, yeah…
Coaching. The HR buzzword that leaves even top leaders scratching their heads or sprinting to the book store to purchase Coaching For Dummies - all in an effort to pick up some tips and tactics to successfully develop their team. Well grasshopper, save your money and adopt this mantra: Shut up to become a better coach.
Ah, yes - The 5 Faces. They’re going to tell your managers that more performance isn’t possible, and it’s not their fault. Either give your managers tools to deal with the objections/faces, or give them quality instructions on how to assume the fetal position without pulling a hamstring. You’re picking tools over the fetal position? Read on.
Wouldn’t it be cool if candidates could take a DNA test that could add some science to your hiring process and reduce human error? Think about it: You test a strand of hair from each finalist, and presto! You get a readout of how each candidate’s DNA matches up with your needs for success within the target role. Download this article to find out more.
Admit it: You want your workplace to be more like SAS, Google and Zappos. The big question is HOW do you do that? Answer: You buy, and then you build. The initial steps to morphing your company into a great place to work are easy, but the final steps are hard—like riding a bicycle on a freeway hard. Download this paper for the blueprint to create a great place to work.
You’ve heard the buzz about social media and did what you were told to do. You’re on LinkedIn, have a Twitter account and have even…gasp… started accepting professional connections into your private world of Facebook. Still, it doesn’t feel like much has changed, does it? Good news: It doesn’t have to be that way.
That’s right, we said it. You need to hire more ugly people. Or at least lower the overall attractiveness level of your company by a few percentage points with the hires you make in the coming year. Grab this article to find out if you’ve sacrificed performance for looks at your company, and we’ll give you the best intervention strategies to combat the problem. (Photo by lindajackmanphotography.com)
The battle for Recruitment Process Outsourcing (RPO) has traditionally been waged among large organizations; companies that need 1,000 or more jobs filled annually. Companies of this size have generally considered themselves a good fit for an RPO.
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