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Welcome to North Star's best practices resource center - your one stop directory for hiring process resources, best practice recruitment and retention-related research, information, and tools that will assist you in leading your organization to win the war for talent . . . victory beyond imagination!
The following is a collection of free downloadable articles, reports and publications related to the recruitment, selection and retention of employees:
If you do not have Adobe Acrobat Reader, please click for a free download.
Recruit Smarter Webinar – Replay from June 2010
Going for the Gold, Being the Best
Canada hosts the 2010 Winter Olympics and Paralympics. What does it takes
to be the best and compete at a world level? Download this publication to
learn about practical human resource strategies you and your organization
can employ to become the best in your field.
SURVIVAL OF THE FITTEST e-zine
SURVIVAL OF THE FITTEST . . . our panel of human resource and business
experts share insights and ideas on what leading organizations are doing
differently to not only survive, but thrive during uncertain and changing
economic times.
Recruiting in
Challenging Economic Times (Part 2)
"How do we increase our company's probability of not only surviving, but
thriving and prospering during these challenging economic times?"
Successful organizations are working smarter and even more strategically
than we have seen in the past. Many recognize the opportunities that a high
unemployment rate presents to their business. Find out how strategic
organizations are taking advantage of the high unemployment rate to hire
candidates they might not otherwise be able to attract, and, they are also
leveraging technology to identify highly desirable candidates and improve
their hiring processes.
Gaining the Competitive Advantage
Hiring Freezes, layoffs, consolidations and business closures. Although belt-tightening is not necessarily a bad strategy during such times, it shouldn't lead you to cut back on all recruitment activities. In fact, many organizations choose to see opportunities
. . . Have you ever heard there are no more than six degrees of separation between any two people in the world? The premise is that any person can be linked to any other person through no more than six other people, each who know one another or are connected in some way. This is also known as the 'small world' phenomenon. Social networking is based upon these concepts and download this article to find out how resourceful recruiters are leveraging the 'six degrees' concept to generate hard-to-find candidate leads.
3 Most Important Considerations When Evaluating an Applicant Tracking System (ATS)
. . . Research has shown that employers' own corporate websites are now considered the top source of new hires. Lessons learned and analysis of best practices - find out the 3 most important considerations when evaluating an Applicant Tracking System.
Recruiting an Emerging Workforce - A Case Study in Recruiting Smarter, Faster & Better
. . . the current hiring outlook is a call to organizations to challenge the status quo, and consider state-of-the-art recruiting software to hire smarter, faster and better.
Canadian Fact Sheet on Members of Designated Groups
. . . provides Canadian employment equity and diversity statistics that has proven useful in formal benchmarking and goal-setting of a representative workforce.
Considerations - Analyzing Diversity in the Hiring Process
. . . if your organization is planning, or in the process of analyzing how to become a more diverse workplace, the answers to these questions may be helpful in highlighting and pointing out potential additional areas of goal-setting and enhancements.
Employers Favor Internet Recruitment
. . . research reveals employer's own website is the leading source of new hires, followed closely by referrals from current staff . . .
McKinsey's Study - The War for Talent
. . . What McKinsey's study found should be a 'call to arms for corporate America'. Companies are about to be engaged in a war for senior executive talent that will remain a defining characteristic of their corporate landscape for decades to come. Yet most are ill prepared, and even the best are vulnerable.
. . . On-line recruitment has come a long way . . . and the pressure is on to get in the game! Just released is our complimentary 10 Point E-recruitment Assessment Tool
. . . benchmark your on-line recruiting performance to see how your
organization stacks up in the war for talent!
Special Report: 10 Sure Fire Methods to Attract Candidates to your Website
. . . E-recruitment is the fastest growing strategy to attract new hires. Implementing a careers area to your website with supporting E-recruitment technology is Part 1 in the strategy of winning the war for talent. Part 2 of the strategy is attracting potential candidates to your careers website. Maximize E-recruitment by showing them the way . . .
Talent Management: The State of The Art
(A Study by Towers Perrin)
. . . Demographic projections point to a coming shortage of skills in many industries, and some companies are already feeling the pinch. Others recognize that a significant portion of their workforce, especially at senior leader levels, may be within 10 years of retirement age, prompting concerns about where they will find and develop the next generations of managers and key contributors needed to lead their companies. . .
. . . Best employers know the secret to attracting and retaining top employees around the world. Hewitt Associates has published a study of Best Employers revealing the five characteristics of best employers, the link between being a best employer and achieving sustainable business results, and a checklist of considerations . . .
Winning the Talent War . . . with e-Recruitment Technology
. . . Until recently e-recruitment technology was limited to large corporations, however, the emergence of application service providers (ASPs) has made e-recruitment technology an affordable reality for organizations of all sizes.
. . . North Star shares research and statistics around the percentage of leading organizations who have adopted e-recruitment, sources of candidate traffic, visitor demographics and the types of positions most often most on-line . . .
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