#11 Using Networks for effective difficult Hiring

There is much more than just job ads or executive search. When it comes to specialist hiring or difficult mass hiring active sourcing strategies are required to hire so called passive candidates. This eposode focuses on two approaches in particular: employee referral programs and talent communities.
Here you'll find all slides of the entire series for a free download: armintrost.de/...
iTunes: podcasts.apple...
Spotify: open.spotify.c...

[@jevgenijagukova1623]

I am just in love with these lectures! Took Coursera courses, LinkedIn learning, but this is THE BEST!!! Tremendous thanks for sharing it with us!!!!! ❤️

[@ardityadwiputra858]

Great sharing and very helpful, thank you. I'am really appreciate it...

[@mrinalkrant2523]

Professor, can you please explain who can be considered a referral and why, especially if a referral bonus is given. How to avoid nepotism in referral...
Referrals have a higher interview success rate than others. If there is some unfair advantage the referred candidate gets?

[@user-io6wx4kb5o]

I have noticed that some companies/recruiters post "fake" job ads, meaning there are no actual openings. But they do this to collect resumes (build the talent pipeline). Have noticed this too in your country?

[@josephwamoto3529]

When is your next course?

[@rimzabooks5085]

Can we assume that an A player is an A player in every organisation ?

[@armintrost7406]

No, we can't. Probablity is high. However, it depends on the task and working environment. Very often, when you hire a top-performer his/her performance collapses during the first few weeks