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Barbara J. Bruno is recognized internationally as one of the top experts in the Recruiting and Talent Acquisition Professions. She is a speaker, author, and entrepreneur who is known for her comprehensive training which shares ideas that are easy to implement. Her mission is to help others achieve greater success.
Kogan Page Publishing of London released her award-winning book “High-Tech High-Touch Recruiting” in 2020. Barb has developed a private labeled Career Portal to help 100% of the candidates that companies attract to improve the candidate experience.
Barb was selected by LinkedIn Learning to create 17 Recruiting Courses, which have had over 2 million participants worldwide, many of which have been translated into several languages for worldwide distribution.
In September 2022, Barb released a new Learning Management System (Top Producer Tutor) with video, audio, and written tutors. Her Tutor clients have experienced improved sourcing, recruiting, engagement, and retention of top talent. She prides herself on teaching techniques that help fill open requisitions faster, and with the best talent.
Barb was the Chairman of the Board for NAPS, (National Association of Personnel Consultants) President for the Indiana, and Illinois State Employment Associations, has received numerous awards including the Lincoln, Ancil T. Brown, Woman of Achievement, and Harold B. Nelson Awards. She was also inducted into the NAPS Hall of Fame. She currently serves on the Advisory Board of the Women Business Collaborative, Chairs the Staffing Workstream and donates her time and resources to many philanthropic endeavors.
The interview process is constantly evolving due to the changing workforce and workplace.
Traditional requisitions usually include a long laundry list of skills and credentials which must be present, in order for a candidate to be considered for a job.
If you want to improve the number of candidates you hire who are referred, review the pros and cons of your current employee referral program.
If you are involved in the recruiting, interviewing, or hiring process of your company, you are not judged on the number of people you refer who are hired, you are judged on whether candidates you recruited, interviewed, and hired become an asset to the company or end up as another costly turnover statistic.
The interview process is constantly evolving due to the changing workforce and workplace.
Traditional requisitions usually include a long laundry list of skills and credentials which must be present, in order for a candidate to be considered for a job.
If you want to improve the number of candidates you hire who are referred, review the pros and cons of your current employee referral program.
If you are involved in the recruiting, interviewing, or hiring process of your company, you are not judged on the number of people you refer who are hired, you are judged on whether candidates you recruited, interviewed, and hired become an asset to the company or end up as another costly turnover statistic.