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We reached out to five thought leaders. They deal with people day in and day out as part of their roles. They are achievers in their fields. And, they were happy to contribute their knowledge to the recruiting community (A big thank you from our end.)

As product managers, we are often encouraged to think of a defining metric for our product. It is called the keystone metric. The one metric that you need to focus on. For example, the folks at Twitter care about trying to get you to follow at least 60+ people before you are even exposed to your home timeline. They take elaborate steps to make sure they automatically recommend people based on your interests, help you find friends and then recommend you upload your contacts. In that specific order. They have figured out that if you follow at least 50 people, you are more likely than not going to be an avid twitter user. That is probably the ONE metric that Jack Dorsey cares about (or should care about).

What? Recruiting bunched up with Sales, Bizarre! It deals with People and is a HR function. Why even think about changing that?

Did a candidate promise to come and not show up for a walk in?

Every company implements a program based on Industry best practices. As a leader or a professional, have you questioned if the universally accepted solution is the best practice? Something similar is at play for employee referrals.