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If you ask (and listen) every Executive, CEO or HR Leader will have a pet recruitment peeve. More often than not, they have a legitimate business concern. Find out what this is, start tracking it and build a program of work around addressing it. If you are doing your job right and making improvements, then make sure you have an open channel to promote your success to anyone who will listen. Examples of this could be a lack of or too many applicants, slow turnaround times, poor culture fit of new hires, cost to hire etc etc.