September 1st, 2010 by Louis P. Kadetsky, CPC
The hiring process is built on questions and answers. You ask candidates about their motivations, skills and experience. They ask you about the company and the work environment … not to mention compensation and career paths. At its best, there’s an easy and comfortable back-and-forth, and everyone walks away from the process well-informed. When the process is one-sided, however, it can feel like an interrogation, with only the bare light bulb missing. This dynamic is unproductive and probably won’t lead to satisfaction on either side.
The interrogation problem is particularly prevalent when a corporate recruiter is talking to passive candidates. A lot more selling is required, and the prospect has fewer reasons to engage directly. The recruiter may feel the temptation to pry information from the candidate – and talk too much while doing so – ultimately tainting the interview and costing the company a strategic hire.
The results of an interrogation speak for themselves.
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Tags: candidates, hiring, interviewing, STREAM
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August 30th, 2010 by Louis P. Kadetsky, CPC
For corporate recruiters, the past two years have seemed like a problem of open reqs: specifically, there haven’t been many. The recession has dealt a blow to the profession and the businesses served, and the median duration of unemployment, according to Harvard Business Review, is six months (and counting), double what it’s been at any point in the last five decades. The problem, therefore, seems pretty obvious.
Or, is it?
Maybe it isn’t just a protracted period of unemployment and jobless recovery at work – maybe we’re also seeing a lower quality of demand.
Employers could be investing more in their talent, rather than taking advantage of an unfavorable employment market to secure employees at lower rates and save a few dollars. While this thinking may be attractive now, it can have disastrous consequences down the road.
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Tags: Corporate Recruiting, outsourced recruiting, outsourcing, recruiting outsourcing, ROI, talent, talent market, TMR, unemployment
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August 25th, 2010 by Louis P. Kadetsky, CPC
Short-sightedness is the current curse of corporate recruiting. As company executives remain focused on the day-to-day swings of the market and economy, they are overlooking an opportunity to lay the foundation for future growth – by bringing in revenue-producing employees. Everyone is feeling it, of course, which is what creates the opportunity in the marketplace for you to secure a competitive advantage.
According to a post on Monster’s “Recruiting and Hiring Advice” blog:
This resistance cuts across the industry, from temp agencies to retained search firms. “Employers are hesitant to hire non-contingent workers, so they’re hiring contingent employees,” says Tony Gregoire, senior research analyst at Staffing Industry Analysts. “Often they’re even skittish to hire contingents. There is growth in staffing, but it’s spotty. We project 16 percent revenue growth for industrial staffing in 2010, but healthcare should see a 3 percent decline in revenue.”
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Tags: candidates, Corporate Recruiting, hiring, outsourced recruiting, outsourcing, recruiting outsourcing, STREAM
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August 23rd, 2010 by Louis P. Kadetsky, CPC
After a severe financial crisis and signs that the economy has turned the corner, we’re all eager for a recovery, however cautious, to get under way. But, what happens if that isn’t the case? There are signs that some risks could flare up again, which would require a fast change from any plans you currently have in the works. Since traditional corporate recruiting tends to have a fairly long lead time, this could leave you in a tough position.
I ran into a story on FINSwire that claims some investment banks may be instituting pay cuts and layoffs in the coming months, with up to 20 percent of them being cut. This is not a trivial amount. And as we all know, action in the financial services industry has a way of affecting everyone else.
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Tags: economy, financial crisis, financial services, financial services industry, risk, risk management, STREAM
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August 18th, 2010 by Louis P. Kadetsky, CPC
Could it be this bad? A 60 Minutes story, according to Harvard Business Review, claimed: “A new breed of American worker is about to attack everything you hold sacred …”
Cross-generational tension is nothing new, of course. Generation X and the Baby Boomers have always struggled to find common ground, and the Boomers had to cope with substantially different worldviews – and treatment – from its predecessor generation. HBR continues:
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Tags: Baby Boomers, Generation Gap, Generation X, Generation Y, generations, hiring, Millennials, STREAM
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August 16th, 2010 by Louis P. Kadetsky, CPC
After struggling through the worst financial crisis and recession in decades, it’s easy to stay back on your heels. Businesses have become accustomed to protecting budget and market share: they’ve been playing defense for more than two years. So, it’s hard to change your mindset and starting thinking about winning again.
But, you don’t have a choice.
The companies that will accelerate into a recovery, win new business opportunities and seize market share will be those that play to win – today. For corporate recruiters, this starts with talent management, as noted by Jeff Schwartz, global leader for Deloitte Consulting’s organization and change service line.
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Tags: Corporate Recruiting, economy, financial crisis, recession, STREAM, talent pool, talent pools
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August 11th, 2010 by Louis P. Kadetsky, CPC
There are high hopes for an economic recovery. The worst of the global financial debacle feels like it’s behind us, though there are many business leaders and experts suspect that this may not be the case. “Double-dip” recessions and expectations of more mortgage delinquencies – triggered by a combination of falling home values and constrained household incomes – could lead to more economic malaise. And doubtless, this prospect has an effect on your plans to recruit and hire.
So, the big question becomes one posed recently by Deloitte: “Where are you on the recovery curve?” There’s an essential tension between forecasted economic activity and near-term business needs, especially in the wake of a recession that forced difficult staff cuts leaving your company under-powered and your staff stretched thin.
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Tags: Corporate Recruiting, economy, financial crisis, market research, research, talent market, TMR
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August 9th, 2010 by Louis P. Kadetsky, CPC
Whether you actively source candidates internally or simply conduct interviews with them because you have to, there’s a lot of value in getting an outside perspective. Too often, you’re too familiar with an internal candidate for an open position – or you’re taking the opinions of people who are too close to that person.
Think about it: with an external candidate, you can’t talk frankly and easily with peers, subordinates and supervisors. Sure, you get references, but they are hand-picked by the candidate. This puts internal candidates at a serious disadvantage. As a result, you lose people who could possibly be the best candidates for a position – who can move into new roles with greater speed and agility, and who come at a lower total cost.
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Tags: BYTE, candidates, interviewing
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August 4th, 2010 by Louis P. Kadetsky, CPC
Despite intuitive beliefs to the contrary, recruiting in a high-unemployment environment is not easy. Though there is plenty of talent on the sidelines, much of it isn’t what you want to invite into your company. The dynamics of recruiting in a constrained job market can seem endless and overwhelming, especially when it’s time to educate your hiring managers. To help you kick-start the learning process with your partners in the business areas, here are three factors that can make corporate recruiting a bit tougher in today’s market.
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Tags: BYTE, Corporate Recruiting, hiring managers, HR outsourcing, HRO, job market, outsourcing, recruiting, talent market
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August 2nd, 2010 by Louis P. Kadetsky, CPC
The top talent is always tempting. Everyone wants an all star, even if it requires paying a premium. These are the employees that could change your company’s standing in the marketplace, and everyone will take notice. When you think of what it takes to construct a great team, though, you quickly realize it takes more than the superstars. Almost as important is having a strong “B team.” These are the employees who will perform consistently and solidly. They may not bring in big accounts all the time, develop transformational products or procedures or score top ratings at every review, but they are the employees who keep your day-to-day operation running smoothly.
Unfortunately, most resume screening and recruiting procedures are solely focused on bringing the best: the best schools, best performances and best experience. Little room is left for the next tier – still very good but not game-changing. Make some room for this category of employee in your recruiting processes, and you could snatch up talent that will change your organization in ways your competitors won’t notice right away.
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Tags: BYTE, candidates, employees, resumes, talent
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