Archive for April, 2010
Friday, April 30th, 2010
Five Reasons Why “Close Enough” Is Best of All: Slogans are great, bt they don’t reflect reality. Companies talk in superlatives, but in the real world, they have to act from a position of pragmatism. Do this properly, and it can actually become a competitive advantage. When sourcing, interviewing and hiring candidates, being too picky can cost you time, talent and even some skills and experience that you may not have expected. Narrow searches can exclude the interesting candidates who could inject new life into your company. Take a broad view, and your company may reap many unexpected rewards.
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What Happens after the Merger?: Mergers and acquisitions are inherently disruptive. Two companies come together, and the profound feeling of uncertainty that the transaction brings can affect employee interest and performance. While most people think that M&A translates to layoffs, there is often a corporate recruiting implication as the dust begins to settle.
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Did LinkedIn Just Make Your Recruiting Job Harder?: LinkedIn is pretty much the premier social networking platform in the business world. In addition to calling it home for resumes and professional contacts, not to mention endorsements from clients past and present, LinkedIn offers plenty of job ads and postings – and makes it easier than ever for a job-seeker to reach a hiring manager or corporate recruiter directly. Of course, this could exacerbate one of the greatest challenges already faced by the world’s hiring infrastructure: over-communication.
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Four Ways to Make Recruiting Administration Easier: If you’ve heard it once, you’ve heard it a hundred times – You need another report? When? Admit it: the administrative side of corporate recruiting chews up your time and dilutes your effectiveness. Since close to 70 percent of your time is spent on tasks and not directly related to cultivating and securing talent, you’re clearly leaving value on the table. So, how do you get it back? Partner with KGTiger, and you can reclaim much of that time and put it to better use for your company. Here are four ways to use the KGTiger BYTE service to make your efforts more powerful within your organization.
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Tags: Top Stories
Posted in Week in Review | No Comments »
Thursday, April 29th, 2010
If you’ve heard it once, you’ve heard it a hundred times – You need another report? When? Admit it: the administrative side of corporate recruiting chews up your time and dilutes your effectiveness. Since close to 70 percent of your time is spent on tasks and not directly related to cultivating and securing talent, you’re clearly leaving value on the table. So, how do you get it back? Partner with KGTiger, and you can reclaim much of that time and put it to better use for your company. Here are four ways to use the KGTiger BYTE service to make your efforts more powerful within your organization.
1. Fill and manage your pipeline
It’s better to be recruiting before you need to hire. Instead of rushing to fill a req, work with KGTiger to develop a pipeline and cultivation process that will keep candidates “warm” until you’re ready to start hiring.
(more…)
Tags: BYTE, Corporate Recruiting, HR outsourcing, HRO, interviewing, operations, outsourced recruiting, talent, workload
Posted in Series Index | No Comments »
Wednesday, April 28th, 2010
LinkedIn is pretty much the premier social networking platform in the business world. In addition to calling it home for resumes and professional contacts, not to mention endorsements from clients past and present, LinkedIn offers plenty of job ads and postings – and makes it easier than ever for a job-seeker to reach a hiring manager or corporate recruiter directly. Of course, this could exacerbate one of the greatest challenges already faced by the world’s hiring infrastructure: over-communication.
This isn’t exactly a new theme on my blog – as it isn’t in the corporate recruiting profession. Twenty years ago, the profession looked nothing like it does now. With the advent of websites – and then websites dedicated to the job market and attracting millions of people – the number of resumes submitted for a single position surged. Then, social media took us through this same growth explosion again, compounding the communication that corporate recruiters and hiring managers receive from prospective employers.
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Tags: BYTE, Corporate Recruiting, HRO, InMail, job seeker premium account, LinkedIn, outsourced recruiting, outsourcing, recruiters, social media, social networking
Posted in Intelligence | No Comments »
Tuesday, April 27th, 2010
Mergers and acquisitions are inherently disruptive. Two companies come together, and the profound feeling of uncertainty that the transaction brings can affect employee interest and performance. While most people think that M&A translates to layoffs, there is often a corporate recruiting implication as the dust begins to settle.
There may be gaps in the new organization, left by the departure of key employees, changes in strategy and the realignment of business units.
While the merged organizations sort out the winners and losers, employees in both camps sit in limbo wondering what is going to happen to them. Of course “key employees” – certainly executives – have some hint of the role they will play. But, as in life, there are no guarantees. And final decisions further into the ranks can take months.
(more…)
Tags: acquisitions, Corporate Recruiting, HRO, integration, layoff, layoffs, M&A, mergers, outsourcing, post-merger integration, risk, risk management, STREAM, talent management
Posted in Process | No Comments »
Monday, April 26th, 2010
Slogans are great, but they don’t reflect reality. Companies talk in superlatives, but in the real world, they have to act from a position of pragmatism. Do this properly, and it can actually become a competitive advantage. When sourcing, interviewing and hiring candidates, being too picky can cost you time, talent and even some skills and experience that you may not have expected. Narrow searches can exclude the interesting candidates who could inject new life into your company. Take a broad view, and your company may reap many unexpected rewards.
Here are five reasons why “close enough” really may be “best of all”:
1. You’ll recapture talent
Narrow search criteria can shrink talent pools unnecessarily, and the constraints can keep promising candidates out of your hiring process. An exact match may look good on paper, but people with related skills or who are from a different industry may bring ideas and perspectives not being used in your business. Fresh eyes yield fresh ideas, and this can put you ahead of the competition.
2. You’ll cut time to hire
Being picky, for some positions, can stretch out the time it takes to source, interview and extend offers. For position descriptions (and hiring managers) that won’t tolerate flexibility, this can add weeks or months to the hiring process, making it more expensive while deferring the ROI on your hire.
(more…)
Tags: candidates, compensation, Corporate Recruiting, HRO, human resources, outsourcing, recruiting outsourcing, ROI, STREAM, talent, talent pools
Posted in Series Index | 1 Comment »
Friday, April 23rd, 2010
Corporate Sleuth: Four Ways to Find Candidate Information in Social Media: Corporate recruiters are spending more time on social media sites, checking the identities and activities of their top candidates. It’s a great way to get an unfettered view of a person that is unlikely to arise in an interview. Of course, every time a recruiter gets an edge, candidates come up with a way to get around it. The latest is to play with their names in sites like Facebook and Twitter to protect their personal lives from the prying eyes of potential employers.
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Make the Most of Your Corporate Recruiting Instincts: What do you do when your instincts conflict with your approach? No doubt, you’ve been in this spot before, when you have a great candidate on paper and through the interview process … but something just doesn’t seem right. The candidate feels somehow “off.” Maybe his answers are too perfect, or her responses to certain situations seem canned. Whatever the reason, you now need to choose between what you know and what you feel.
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Take Everyday Risk out of Your Interviews: Sometimes, life just gets in the way of your next great hire. Flat tires, bad directions and spilled coffee can make promising candidates late for interviews. Even if the excuses are valid, the process nonetheless begins on an awkward note, and it’s tough to get past it – for you and your candidate. Something like traffic, essentially, can cost your company short- and long-term value. Remove these minor threats from your interviewing and hiring process, and you stack the cards in favor of you and your candidate, making merit the driving force behind your next hire.
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Four Keys to Recruiting for Emerging Skills: Most open reqs come with a known benchmark. If you’re interviewing to hire an engineer, a marketing exec or a human resources professional, you know what you’re looking for. Even as times change, the skills and competencies forthese positions evolve and are familiar to hiring managers. And there tends to be a pool of people with the characteristics that resemble the position description. Some positions, however, don’t offer an easy reference point. Today, it’s social media consultants. But we’ve seen it before. In the early 1990s, for example, there were many web-related positions that few understood.
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Tags: Top Stories
Posted in Week in Review | No Comments »
Thursday, April 22nd, 2010
Most open reqs come with a known benchmark. If you’re interviewing to hire an engineer, a marketing exec or a human resources professional, you know what you’re looking for. Even as times change, the skills and competencies forthese positions evolve and are familiar to hiring managers. And there tends to be a pool of people with the characteristics that resemble the position description. Some positions, however, don’t offer an easy reference point. Today, it’s social media consultants. But we’ve seen it before. In the early 1990s, for example, there were many web-related positions that few understood.
When recruiting for emerging fields, you have to dig deeper into a position’s underlying skills and responsibilities, and the “how” becomes much more important. You can’t throw out certain well-known expressions and expect them to be recognized – or expect them mean to the candidate what they mean to you. It’s a tricky business … but not impossible. To help you out, here are four ways to help you master recruiting for emerging skills and positions.
(more…)
Tags: BYTE, Corporate Recruiting, emerging, HRO, human resources, key employees, outsourced recruiting, recruiting, recruiting outsourcing, ROI, social media
Posted in Strategy | No Comments »
Wednesday, April 21st, 2010
Sometimes, life just gets in the way of your next great hire. Flat tires, bad directions and spilled coffee can make promising candidates late for interviews. Even if the excuses are valid, the process nonetheless begins on an awkward note, and it’s tough to get past it – for you and your candidate. Something like traffic, essentially, can cost your company short- and long-term value. Remove these minor threats from your interviewing and hiring process, and you stack the cards in favor of you and your candidate, making merit the driving force behind your next hire.
The key to protecting your candidates from twists of fate isn’t complicated or expensive: all they need is a phone number to call. It’s strange that something so simple could be so powerful, but when you think about the hiccups that can derail an interview, they are profound. Just having someone to call can make all the difference.
(more…)
Tags: BYTE, candidates, Corporate Recruiting, hiring, hiring process, HRO, human resources, interviewing, outsourced recruiting, recruiting outsourcing
Posted in Process | No Comments »
Tuesday, April 20th, 2010
What do you do when your instincts conflict with your approach? No doubt, you’ve been in this spot before, when you have a great candidate on paper and through the interview process … but something just doesn’t seem right. The candidate feels somehow “off.” Maybe his answers are too perfect, or her responses to certain situations seem canned. Whatever the reason, you now need to choose between what you know and what you feel.
The choice is not an easy one. A seasoned professional’s instinct is shaped by knowledge and experience, and any ol’ pro knows that to ignore a nagging feeling that something’s amiss is to assume an incredible amount of risk. Nonetheless, corporate recruiters see the value in process. We realize that the structure and discipline is crucial to both handling large (and growing) resume and candidate numbers, providing a clear basis for candidate comparison and revealing important insights.
(more…)
Tags: Corporate Recruiting, interviewing, recruiting outsourcing, STREAM
Posted in Process | No Comments »
Monday, April 19th, 2010
Corporate recruiters are spending more time on social media sites, checking the identities and activities of their top candidates. It’s a great way to get an unfettered view of a person that is unlikely to arise in an interview. Of course, every time a recruiter gets an edge, candidates come up with a way to get around it. The latest is to play with their names in sites like Facebook and Twitter to protect their personal lives from the prying eyes of potential employers.
Now, it’s the recruiters’ turn to make a move.
A recent AllFacebook post explains how job-seekers are trying to evade detection, and some of their moves will be difficult to beat. But, a bit of diligence and some outside support can help tip the odds back in your favor. Here are four ways to improve your due diligence of candidates in the social media space.
(more…)
Tags: BYTE, candidates, Corporate Recruiting, Facebook, HRO, human resources, outsourcing, social media, Twitter
Posted in Strategy | 1 Comment »
