The Best of 2012

Wednesday, December 26, 2012 - By: Greg Moran
2012 was a banner year for great HR Thought Leadership content. Here’s a list of the 12 most popular whitepapers, articles, webinar and case studies. Enjoy!

Five Hidden Costs of a Bad Hire

What does a bad hire really cost your company? Probably a lot more than you think.People usually factor in the obvious expenses associated with turnover, such as recruitment costs to refill the position and the money wasted on hiring and compensating the failed candidate. However, these costs, while still large, affect your company much less..

A Crystal Ball for HR

There were a lot of changes to HR in 2012, and 2013 is looking equally as volatile. Discover what’s ahead as three leading HR thought leaders, William Tincup, Tim Sackett, and our own Greg Moran, discuss the future of the HR industry..

Hiring Generation Y

10,000 Baby Boomers will reach age 65 every day during the next two decades, It’s time to make sure we’re prepared to fill the gap, but in order to do so we need to understand how to hire and retain a younger, greener workforce by learning: What young people offer (and don’t offer). What millennials value. How to appeal to the on-demand generation. How to leverage assessment technology that appeals to them..

Negligent Hiring: Are You At Risk?

Of all the bogeymen HR faces few strike fear into the executive’s hearts like the legal risks of hiring. Discrimination charges and defamation claims are the best know issues, but what about negligent hiring?..

Reference Checking Isn’t a Waste of Time, You’re Just Doing it Wrong

Reference checking seems easy but the reality is most of us are doing it wrong. In this ebook you’ll discover tips and tricks that can help you improve your reference checking process..

Moneyball: The Art of Winning the Recruitment Game

In 2003 the Oakland Athletics managed to build one of the most talented teams in baseball with only the second lowest payroll in the Major Leagues. How did they do it? They identified a different set of performance benchmarks from what was the industry standard at the time. A similar set of behavioral analytics can easily be applied to any company’s hiring process..

Hire with Your Gut

Using the Right Mix of Science and Intuition: For years hiring managers have been told the dangers of using their gut for hiring. That’s overly simplistic and bad advice. In fact, cognitive science shows we need to use every tool at our disposal, including intuitive thinking. In this intriguing article Greg Moran, CEO of, explains how to use the right balance science and intuition in the talent selection process..

Talent Selection of Leading Companies

Leading companies stay ahead by hiring great people.

This white paper delves into the strategies and tactics of three of the nations best..

6 Steps to Build Your Recruitment Brand

The war for talent is heating up again. How can companies compete for top applicants? Job-seekers and passive candidates who have a favorable impression of an organization are more likely to consider applying, interviewing and accepting offers. That’s where branding comes in – and why implementing the brand message throughout the entire process is necessary to avoid feel-good directives that have no strategy to back them up..

Pre Employment Testing: Five Things to Consider

A pre-employment assessment should help you eliminate low potential candidates early in the screening process and make it easier to find the high potential ones. Putting a highly effective assessment program in place for your company does not need to be difficult or expensive. With an increasing number of options, there are five key questions that need to be addressed..

Return on Hiring: The New Metric for Talent Selection

An organization’s largest expense is its workforce. By investing the time to define meaningful metrics and reliable processes around quality of hire and return on hire, companies can improve their ability to find the right matches consistently. Those that will sow effort reap the benefits of an increasingly sharp competitive edge. By establishing some qualitative metrics around values and performance, companies have a fighting chance of making real improvements to their hiring – the kinds of improvements that make a measurable impact against organizational goals..

Maximize Speed and Quality of Hire with Behavioral Science

In front of a standing-room-only crowd, a recent panel hosted by the Human Capital Institute (HCI), Greg Moran, CEO of got the recruiting and hiring professionals from Subway, Asurea and Learning Care Group to reveal how and why the trend of using behavioral data is impacting their own hiring process. 

If you weren’t able to attend the conference, we are sharing everything that was said behind those closed doors..


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