Recruiting.com

Etterman doesn't aim to get the perfect hire every time, and neither should you. In this Q&A, the chief administrative officer for JDS Uniphase explains why. He also shares his very organized intervie

If you're a job seeker tired of hoping employers will find your profile on job boards, or if you're an employer tired of dealing with the deluge of unqualified candidates who come in through those same job boards, then RealMatch may be right for you.

When you leave an employer, whether you leave on your own accord or are forced out, you've got to take control of what gets said about your departure. People will speculate about the reason you're leaving, and their gossip could damage your reputation and your chances of finding another job.

If you're interested in learning how a hiring process can actually create a stronger team, and if you need effective techniques for assessing a candidate's cultural fit, you must read this interview with Harvard Business School CIO Stephen Laster.

Human capital centric companies (those that truly value their employees) can be great places to work, but they're not right for everyone. Knowing if a prospective employer is human capital centric can make all the difference in one's job search and in one's career.

Looking for a new job? Make sure the offer is for real before you give up an existing job or move across the country for it. The number of rescinded job offers is expected to increase, according to labor lawyer Mimi Moore.

PG&E chief information officer Patricia Lawicki asks candidates the kinds of questions they'd have to answer on a day-to-day basis about projects if they got the job. In this Q&A, she explains her interview process and she describes the red flags that tell her a candidate is a no-no.

IT executives usually land new roles through headhunters, but increasingly, employers are recruiting senior executives—in IT and other functions—on their own. Would you rather answer an online job ad for a CIO-level position and apply for a position with a company directly, or would you rather work through an executive recruiter?

David Price, the former EVP of Operations at the National Multiple Sclerosis Society, has a knack for hiring good people. In this Q&A, he shares his "proven techniques" for sussing out candidates, which include rigorous reference checking and spending time with candidates outside his office.

Bad CIOs are a blight on the IT profession and the companies that employ them. They waste money, demoralize their IT staffs, and frankly, imperil shareholder value. The astute recruiter can identify them early on in the hiring process using the tips and red flags outlined in this story.

Employees are more interested in flexible work arrangements than in getting more money. Instead of a raise, you can make your workers happier by letting them work remotely, adopt a more flexible sched

Networking is the key to finding jobs and recruiting talent, but it's a trial for most people--shy people especially. To increase your networking mojo, follow the 12 common-sense tips outlined in this story.

William Howell, CIO of medical components manufacturer Accellent, shares with readers in this Q&A his hiring mistakes and his secrets for selecting the best job candidates, finding objective references and using LinkedIn as a recruiting tool.

Kohl's chief information officer Jeff Marshall has found that job fairs attract higher-caliber candidates than traditional job ads. In this Q&A, he shares his interviewing process and other lessons he's learned about hiring in the course of his career (which include not making the mistake of hiring for a specific position but for the long term big picture.) He knows what he's talking about: He's hired over 700 IT professionals at Kohl's and kept turnover low.

With the popularity of YouTube and the proliferation of digital video, creative job-seekers are beginning to send short clips known as video résumés presenting their qualifications to potential employees to distinguish themselves from the legions of other applicants.

Read to Hire is a new recruiting firm that specializes in placing IT professionals with companies that need them. Ready to Hire places IT workers at all levels, from help desk associates on up to IT executives.

The war for talent is particularly acute in IT, where fewer students are graduating with computer science degrees and baby-boomers are starting to retire. To help hiring managers deal with those challenges, CIO.com presents a package of stories on recruiting technical workers.

The Hiring Manager Interviews is a monthly Q&A series on CIO.com conducted by executive recruiter Jane Howze. These conversations with executives probe what executives look for in candidates and how they determine whether a candidate has the right stuff for the job.