Fixing Recruiting Over at Glassdoor
If you have a good idea about how to make recruiting work better for candidates please leave a comment over at my post on Glassdoor. Your input is appreciated.

Looking for a Good Recruiter
Note: I am frequently at odds with myself over posting something such as the following. I count many friends in the world of recruiting, all of them dedicated professionals who care about the value they deliver. And yet I can't help but feel that our profession is at a crossroads that many are ill-equipped to face, no less capitalize upon. It is my hope that these postings help prepare us all for our likely future.The Clearview Collection (the name of the group of bloggers over at Glassdoor of whom I count myself fortunate to be a part) is primarily targeting candidates rather than recruiters. My purpose for the most part is to get candidates to take control of their

Tom Friedman Gets Talentism
5 years. Hundreds of posts. Thousand of pages. And Tom Friedman does it better in just one editorial.Let me boil down what Friedman's piece (and Talentism) is all about: America cannot compete on price. America cannot borrow its way to prosperity. America is uniquely able to innovate, but nothing is inevitable. Organizations that commit to maximizing creative productivity (innovation) will create

John Lennons, The Future of HR and Talent Camp
John Lennon was a great musician and a bad business person. Anyone reading the recent Rolling Stone piece on “Why the Beatles Broke Up” would be struck by this. But the fact that Lennon hired bad management, broke up the group and did other generally silly things doesn’t really matter. Given his body of work, the fact that he wasn't Jack Welch doesn't seem important.Great artists are rarely great business people. For every Picasso there are a hundred John Lennons. This doesn’t seem to prevent great artists from existing, and some times even thriving. But HR may be standing in the way of John Lennon joining our band. This is a subject I hope my

The Future of HR, Susan Burns & Talent Camp
When I hear my good friend Susan Burns talk about talent I become inspired. She speaks passionately about the disconnect between executive management and talent, about people preparing to jump the corporate ship once the economy reaches better waters. She recognizes the fundamental disconnect between corporate actions and corporate words: people may be every businesses top priority but there is a growing feeling that there is an inability to put meaningful deeds behind those words. Unfortunately, HR stands in the middle of that conundrum. With “Human” right in