Archive

Accept It: You’ll Be Swamped with Resumes Forever (unless you do something different): Recessions tend to increase the number of resumes submitted per open req, and today’s unemployment levels tell part of the story. There are more people out of work, and they are chasing every opportunity. Layoffs and the ever-popular “do more with less” mandate have squeezed the survivors, causing job satisfaction to plummet. So, they’re looking for greener pastures, as well. When the job market turns, though, don’t expect this situation to change. Not only will an up-tick in hiring stimulate employee turnover, but the trend will continue long after we get the current job market dysfunction out of our systems. The reason is simple: job postings are everywhere.

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Take Corporate Recruiting out of the Electronic Graveyard: Are you tending an electronic graveyard for online resumes? This is the public perception of the application process. Job-seekers are lobbing as many resumes as they can, in the hopes of either finding a better job or removing themselves from the 10 percent of the workforce that is unemployed. The sheer volume this creates, unfortunately, is the cause of the job-hunters’ belief that most of those resumes will never get anywhere.

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Elevate the Corporate Recruiting Profile: For years, recruiters have labored in a certain level of obscurity. Occasionally, there is a high-priority hire that gets corporate recruiters a seat at the executive table, but it is fleeting. Once the offer has been accepted, they are again relegated to the daily strength management tasks that rarely garner the attention of a company’s top leaders. Yet, so much of what corporate recruiters do is crucial to the daily operation – and strategic advancement – of a company.

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Three Metrics that Matter: Measuring a Corporate Recruiter’s Success: For a corporate recruiter, the world is governed by performance metrics – even if you aren’t watching them. Hiring managers and company executives think in terms of whether their needs are filled, and these sentiments often come in the form of numbers: how long it took to fill an open position, the time needed to source resumes and how much it cost to bring a candidate in the door. To maximize the value of corporate recruiting to your company, you can adopt this framework and use it as the formula for demonstrating your contribution to the company’s success.

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Time to Hire vs. Time to Source: Corporate recruiters have long been evaluated by the “time to hire” metric – i.e., how long it takes to get from open req to productive employee. Yet, there is understandable resistance to this measure of success. The corporate recruiter could source high-quality resumes quickly, conduct a thorough screening ahead of schedule and put candidates in front of hiring managers, only to wait as interviews are delayed. What could be a 30-day process turns into 45, 60 or even 90 days. So, it may be more effective to focus on “time to source” performance – i.e., how long it takes to put high-quality candidates in front of a hiring manager.

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Tweeting for Jobs: Cute, but Not a Long-Term Strategy: Some of the stories coming from the job market right now can be pretty entertaining. The tale of the man who sent little more than a tweet and got a job, for example, has circled the web several times already, showcasing the power of social media in a crowded talent market. But, when you cut through the humor of the anecdote, it isn’t hard to see that the potency of social media can consume its users, unless they have plans in place to keep from getting bombarded with Twitter, LinkedIn and Facebook inquiries.

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