Top Manager's

Top Hiring Manager's

1. Are you spending enough time and other resources on what you do best or are you too busy avoiding qualified candidates.
2. Is your recruiting job ever fun anymore. Has it ever been?
3. How would you rate your ability to attract and hold top talent?
4. How often are you anguished by the steady decline of your ..............sales effort based on the quality of candidates that you have hired who looked great on "paper," or had been great in a past life?
5. Do you have recruiting concerns that you have had so long that you have adopted them?
6. What specific plans have you made to improve your real CPH (cost per hire), without losing market share? Is your process of sharing the blame/risk still working for you?
7. How often do you feel you hired the best talent available, or the best talent?
8. Are you operating as cost efficiently as you think you could be? How are you turning your staffing/recruiting expenses into an investment in the future? 
9. What five steps have you taken in the last quarter to remain competitive in attracting the top, qualified, accomplished talent in your industry?
10. What are the primary, secondary and tertiary employment goals for yourself?
11. How often do you define the difference between your employment concerns and needs and fiscal reality?
12. Have you discovered the real cost of a bad Employee Referral Programs?
13. If you could make "one change" in your recruiting process, what would it be? Have you placed recruiting on hold during the crisis in confidence it today's world.
14. How regularly and often do you renew and revitalize your real recruiting goals?
15. What is the "message" that you want to give your potential employees?
16. What accommodations do you make regularly to adjust to ever changing market? Have you shared that with your candidates?
17. How often do you talk to your candidate's and inquire about their needs and goals?
18. What staffing "fires" do you keep putting out? What are you doing about it?
19. How are you gearing up for the recruiting wars of 2010? Especially, in your retention of good highly qualified candidates that will bolt because of added potential in the market.
20. How often do you focus on the past and ignore the present and future of potential candidates?  How often does Risk of Hire determine who you bring on board?
    

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