Top Trends in Recruiting: How to Find Your Superstars!

“Hiring the right people takes time, the right questions, and a healthy dose of curiosity.” 

 Richard Branson, founder of Virgin Group

As soon as skilled talent becomes scarce, recruiting takes on more of a marketing component than ever before.  The way to find your talent is to be where they are and your seasoned recruiter will know where to find it.  IT managers for a disruptive start-up firm? HR veteran in the healthcare industry? It’s unlikely they are hanging out in the same forums so you have to go to them if they aren’t coming to you. Check out our top five trends to make sure your recruiting efforts make an impact: Read more

How Do You Retain Top Talent in Today’s Workforce?

We  live in a different world from thirty years ago. Instant results, knowledge at our fingertips, and communication at the speed of light…these are all realities in 2017 – not only in our personal lives, but also in our lives at work. Customers, clients, and coworkers expect immediate responses, and we have been programmed (or in some cases re-programmed) to react accordingly. In this fast-paced, technology-driven, instantaneous world, how do business leaders retain top talent and hold on to the good ones before they are stolen away by the next big thing, the newest shiny toy, or the most creative perk you can imagine? We think it’s important to keep a few key ideas in mind when planning how to not only attract those star performers, but even more importantly…how to keep them!

· Employee Engagement & Purpose: Employees not only want to be engaged with their work, they want a company culture that supports great causes, that offers volunteer opportunities, and that gives back in some monetary or giving way. Read more

Recruitment HR

Spy the Lie: Deception in the Recruitment Process

As recruitment and HR professionals, we are trained to spot the embellishments in a story, to zero in on the candidates whose credentials don’t quite line up, and to ask those uncomfortable questions that often lead to answers none of us are looking forward to hearing. Spotting the white lie, figuring out where the titles, responsibilities or dates have been boosted, and reading between the lines to fully understand how the career path really must have flowed, are all key components to uncovering the true merit of candidates we encounter on the recruitment journey.

Of course, candidates want to present the best picture of themselves. Just like a celebrity won’t show up on the red carpet in less than their best, candidates are unlikely to share the unbridled version of their failed career move.   Read more

Strategic Hiring – Going Beyond the Behavioral Interview

Behavioral interviewing, which came into fashion in the 1970s, has long been a trusted tool for hiring managers to use when selecting talent for the organization. By using questions that are structured in such a way so that the candidate can “Tell you about a time when…” and so forth, behavioral interviewing has given leaders insight into understanding how candidates think and how they have behaved in the past. Behavioral experts believe that the best way to predict future behavior is past behavior. Behavioral interviewing builds on this premise.

But that’s only one piece of the puzzle.

In order to get as well rounded and complete a picture as possible, it’s crucial that leaders incorporate an interviewing process and style that blends different methodologies and practices into one, instead of solely relying on behavioral interviewing, even when based on specific competencies. Read more

Converting Interviews to Successful Hires

Ten years after the disastrous financial crisis of 2007, we find ourselves back in a job seeker’s market where unemployment is at an all-time low and companies struggle to attract and retain the best candidates. As a business leader, you have so many things on your plate. Sifting through hundreds of resumes and interviewing dozens of candidates is time consuming and in the interest of time, there is a temptation by many leaders to hurry up and “fill the seats” as quickly as possible.

But what happens when you make a job offer and the candidate turns you down? Do you know how many candidates have declined offers? Do you know how many candidates may have self-selected to “opt out” of your selection process before even getting to an offer stage? Read more

Trends: Employee Tenure, a Two-Way Street with Employer or Fast Lane to a Better Job?

Long-held notions that longer tenure benefits both employee and employer continue to erode as the reported median length of employment spirals downward. In January of 2016, according to the U.S. Bureau of Labor Statistics,  the median number of years that wage and salary workers had been with their current employer was 4.2 years.  Down from 4.6 in 2014. Way down for select demographics and industries.

Not unexpected, among 16 to 19 years-old’s who were still exploring skills and careers, 74 percent reported having had a tenure of 12 months or less with their current employer. On the opposite end of the demographics, 55 to 64-year-olds reported a median of 10.1 years. Read more

What can you learn about the candidate from awkward interview moments?

One of the most important interview skills you can have as a hiring manager is the ability to read people. HR professionals should be able to interact with employees of all levels from the entry level positions to the executive team. As a hiring manager, you should also seek to understand different perspectives and relate to your prospective new hires on various levels. The interview is much like a first date in that candidates are sure to present their best self to you, hoping to sell you on their positive attributes and land the job. As the interviewer, you should be prepared to notice and interpret a few awkward interview moments on this list, and to adjust your view of the candidate based on these mostly non-verbal cues. Get ready! Read more

Company Branding & Recruitment Strategies: Are you Targeting Stars?

We’ve blogged before about company branding and recruitment strategies, but as we come into the new year, we wanted to share some fresh ideas with all of you. Here is a basic outline approach to how you can tackle #branding and #recruiting in #2017 to make sure that you target the stars in your field.


  1. Ask yourself “How is my company going to get the sources to achieve our goal for branding? How are we going to achieve this transformation?”
    1. Whether you are looking to change up the feel of your company culture, or put a new image out there in your industry, or just maintain the status quo that you’ve developed, you need to approach it with a solid strategy in mind.
    2. Read more

Education vs. Experience: What’s More Valuable?

“Historically here, there’s been a tremendous amount of weight that’s been given to four-year university degrees and not nearly enough weight in my opinion is given to vocational training facilities and vocational training certifications.”

Jeffrey Weiner, CEO of LinkedIn Corp.

Does your organization require all job applicants to have a Bachelor’s degree in order to be considered for a vacant position? Will an applicant be considered without a degree if they have extensive experience and a successful track record in a similar role? How much weight do you personally (as a hiring manager) put on a candidate’s educational background? Read more

Head of Talent: Global Advertising


Industry: Global Advertising

Experience: 12 years

Education: 4+ year degree

Contact Information: Peoplescape Recruiting at

Seeking a Head of Talent that will report directly to the President in Los Angeles, as well as the Global Head of Talent in NYC. The position is a key member of the executive leadership team. We seek a leader who shares our core values of optimistic outlook, convergent culture, and disruptive roots. An innovator who lives and breathes talent and embraces our belief that we are in a time when brands live at the speed of culture – directed by cultural trends in music, entertainment, design, art and fashion.

Core Requirements:

  • Bachelor’s Degree required
  • Advanced experience of either:
    • (i) Talent Acquisition & Branding
    • (ii) Talent Management
    • (iii) Organization Development (at least 10 years<) required.
    • Experience may include successes in: talent acquisition & onboarding, branding, culture and transformation or learning & development.
  • Passionate and inspiring leader of innovation
  • Leading edge knowledge of Talent Acquisition techniques, Social Media and employer branding
  • Best practice culture change expertise
  • Strategic thinker
  • Excellent influencing skills and polished communicator (verbal and written)
  • Deep understanding and experience from a creative environment (media, entertainment, start-up, marketing, advertising, etc.)
  • California employment law knowledge is required
  • SPHR accreditation preferred

Expectations & Job Responsibilities:

  • A strategic business partner and vital member of the executive team
  • A key contributor and subject matter expert on “people innovation, people inspiration” – strategic staffing, employer branding, leading edge attraction and retention of talent.
  • Innovative leadership both to the organization and the HR team in identifying and inspiring talent externally and inspiring and growing talent internally
  • Lead the HR team of (7) individuals and oversee all aspects of Talent
  • Contagious change maker and innovation driver across the business – The right fit for this role will be passionate, diplomatic yet unafraid to shake things up with regards People & Culture
  • Align creative people strategies with the business to achieve company objectives
  • Be the outward face of the agency, reinforcing the agency’s brand, mission and goals
  • Experience working with multinational locations/offices, including some understanding of immigration law and global business is an advantage
  • Creative problem solver, strategic business partner, and flexible thinker
  • Welcoming, thoughtful, and approachable about everything related to people, culture of the organization, and the business

How to Apply:

Please submit resume and cover letter to The cover letter should specifically answer the following two questions:
1) Why this? Why me? Why now?
2) What is it about a culture transformation that has shaped you?