February 2023

Friend,

We recently redesigned our website, newsletter, and blog to help you navigate changes in the job market. Whether you are considering a career change, hiring on your own, or partnering with us, we are making our proven search methodology even more accessible. Please visit our new website and updated resources to see how you can put the latest research into practice. 

Our how-to guides and diagnostic tools will help you create a fast-moving, inclusive, and transparent recruiting process. Take a look, download a guide, and feel free to share the information with your teams. And stay tuned—we are developing more frameworks to help hiring managers apply the principles of Results Based Hiring^® to hire better and create more diverse and inclusive teams. 

Be sure to read our recent thinking on the business benefits of pay transparency (including a two-pager you can download and share) and how to be rigorous in hiring without creating barriers that can narrow your candidate pool.

Our team's perspective is based on in-depth research from trusted sources and years of experience recruiting leaders who get results for our clients. My sincerest hope is that our work supports you in helping your organizations realize their potential for excellence and growth.

Bob Corlett

Our Recent Thinking

How to Be Rigorous in Hiring Without Creating Barriers

As a hiring manager, your goal is to gather enough information about each candidate to predict who will succeed on the job. But moving candidates through an interview process without sacrificing rigor is a balancing act. Rigor doesn’t come from the number of interviews you schedule or the amount of time you require of candidates. It comes from structuring your interviews well and using proven methods to assess each candidate’s job competencies. Your goal should be to draw the best candidates in and evaluate them thoroughly while avoiding unnecessary barriers that can negatively impact their experience. Here’s our perspective on what works and what doesn’t.

How Candidates Respond to Job Ads That Don’t Disclose Pay

Candidates are speaking up loud and clear in support of pay transparency. Posting salaries publicly not only shows that your organization values fairness, it leads to increased engagement with qualified candidates and their networks and makes your recruiting more productive. Here’s why we recommend the practice and how candidates respond to job ads that don’t disclose pay.

Power Shift Leaves Scarce Candidates in Strong Position

(CEO Update interview)

Staffing Advisors founder Bob Corlett weighs in on the power shift in the job market. “The power shift to the candidates was bigger this time than we’ve seen. There are always hot and cold job markets. But the power shift around transparency is one that’s going to stick in good times and bad. (Candidates are) going to demand more upfront thinking about money and benefits and job design.”

Featured Jobs

Chief Executive Officer
National Association of Benefits and Insurance Professionals (NABIP)
(on-site in Washington, DC)

Director of Member Engagement
Women Business Leaders of the U.S. Health Care Industry Foundation (WBL)

(remote)

Senior Director of Brand Marketing
American Kidney Fund (AKF)

(hybrid, Bethesda, MD)

Featured Clients

We are proud to partner with organizations that work every day to make the world better for others. Each month, we'll feature a small selection as a gesture of thanks for all that they do.

• Civic Builders. Civic Builders is the nation’s leading nonprofit lender and developer, bringing high-quality educational opportunities to under-resourced communities through the development of public charter schools. Since 2002, the organization has supported the growth of 70 schools educating more than 37,000 students annually.

• Manufacturers Alliance. Manufacturers Alliance is the leading executive development and business insights organization serving the needs of manufacturing leaders at all levels for almost nine decades. They provide a network for executives to share knowledge, expertise, benchmarking studies, and best practices. Their purpose is to power manufacturing leaders through their careers.

• Association of College and University Housing Officers - International. ACUHO-I is the leading organization of choice for campus housing and residence life professionals and home to more than 17,000 professionals representing 3.2 million on-campus students from around the globe.