Archive for May, 2010
Monday, May 31st, 2010
Active job-seekers may be easiest to find, but it’s the passive candidate who can deliver the most value. Because they aren’t looking for something new, the competition for passive talent may not be as intense, so here you could score a real victory for your company’s war for talent. You have to work a little harder to reach your recruiting objective and find someone who isn’t actively seeking to be identified.
Operationally, recruiting in the passive job market comes with unique challenges. As corporate recruiting departments are tasked to run leaner, cut costs and reduce time to hire, the workload associated with searching for passive talent seems impossible. How do you justify to your executives that you should spend more time and resources to discover passive talent, when there are plenty of active candidates eager to be found?
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Tags: candidates, Corporate Recruiting, job market, STREAM, talent market, talent pools, time to hire
Posted in Strategy | No Comments »
Wednesday, May 26th, 2010
With thousands of people flocking to every open req, you’re probably finding at least a handful of promising candidates per position. But, because you don’t need all of them, you wind up leaving some solid people back in the talent pool. Don’t forget about them! These “close” candidates may turn out to be useful later. As the job market begins to thaw, these qualified candidates could be the easiest way for you to source resumes and fill positions faster than the competition – and at a lower cost.
Before diving into the talent pool when you have to fill a position, start by recycling. Take a look at the candidates who impressed you but fell short of the person you ultimately hired. You already have plenty of information from previous interviews, so you won’t have to start from scratch.
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Tags: BYTE, candidates, job market, resumes, talent pools
Posted in Process | No Comments »
Wednesday, May 19th, 2010
Gartner’s 2009 “Magic Quadrant” for recruiting software provides a number of insights for corporate recruiting professionals. In addition to learning who the market leaders are – and which are on the rise – you can get a sense of what the recruiting market values. Taleo remains the clear frontrunner, according to Gartner, but the action below is what’s fascinating.
1. StepStone: This vendor has moved into the Magic Quadrant, signaling a strong move for the company. It’s now one to watch.
2. Bernard Hodes Group: No longer a “visionaries” company, this vendor has fallen back into the “niche players” quadrant.
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Tags: ADP, Barnard Hodes, BYTE, Corporate Recruiting, ERP, Gartner, Kronos, magic quadrant, Mr Ted, Oracle, outsorced recruiting, PageUp People, recruiting, SAP, software, StepStone, Taleo
Posted in Series Index | No Comments »
Monday, May 17th, 2010
Over the past year and a half, a difficult economy has led to budget cuts, layoffs and a profound sense of uncertainty. These are not the conditions that lead to satisfied employees.
Morale has taken a hit in almost all businesses, and the lack of available positions has forced many to remain in place, even though they’d be thrilled to decamp for greener pastures. When a position does open up, the flood of resumes is daunting, and you still might not find a great fit for your position. The solution is not to use traditional recruiting methods. Instead, go out on the hunt for employees who are currently employed but are ready for a change.
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Tags: candidates, Corporate Recruiting, employee morale, employees, HRO, key employees, outsourced recruiting, recruiting, recruiting outsourcing, STREAM, talent, talent pools
Posted in Strategy | No Comments »
Wednesday, May 12th, 2010
According to the National Venture Capital Association, VC-backed companies are creating jobs at an impressive rate – which has significant implications for corporate recruiters. Look for your plate to fill up with reqs needing high-impact candidates, and be prepared to compete in a talent marketplace that may outpace your company’s ability to attract and close the most capable candidates!
The NVCA, through a study it completed with StartupHire.com, announced that more than 13,000 positions were posted as open (on StartUpHire) in the first quarter of 2010, a 16 percent increase from the end of 2009. VC purse strings are starting to loosen, which means the job market is starting to get the fuel it needs for growth. For corporate recruiters, the implications are obvious: positions will need to be filled.
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Tags: clean technology, cleantech, employees, hiring, information technology, interviewing, job market, life sciences, National Venture Capital Association, NVCA, outsourced recruiting, StartupHire, STREAM, talent market, talent pools, venture capital
Posted in News | No Comments »
Monday, May 10th, 2010
We all know what happens when you post a position on your company’s website or a job board. You receive thousands of resumes, most of them not worth your time. You spend hours sifting through all the applications to find the handful that matter to you, and you hope that at least one of them is exactly what you want. Meanwhile, there are plenty of employees out in the industry who you would love to hire – but they aren’t looking.
Sometimes, the best candidates are successful and happy at their current companies and aren’t looking for new jobs. But, a simple question can turn one into your next great hire. You just need to know who’s out there and how to reach them. Proactive candidate outreach can be a powerful force. At the same time, you secure top talent for your open req and create a hole in your competitor’s organization. Your company moves forward, and the competitor moves backward, creating a greater talent gap than merely hiring an excellent employee.
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Tags: BYTE, candidates, Corporate Recruiting, employees, HRO, job boards, job postings, jobs, outsourced recruiting, outsourcing, recruiting outsourcing, STREAM, talent, talent pool, talent pools
Posted in Process | No Comments »
Friday, May 7th, 2010
Take the Guesswork out of Social Networking Recruiting: How well do you know your professional network? Well, the folks over at MIT probably disagree with you. New research, conducted by Ray Reagans, Associate Professor of Organization Studies at the university’s Sloan School of Management, suggests that you may not have the grasp on your network that you think.
Read the article >>
Get More out of Candidate Data: You are sitting on a wealth of recruiting and competitive intelligence. But, if you’re like most recruiters, though, you’ll never have the opportunity to use it. The prevailing pattern of behavior is myopic and costly. Recruiters focus on filling the req. And when the task is completed, they move on to the next one. There’s little time put aside for learning the many lessons that can be gleaned from filling each position.
Read the article >>
Is Regulatory Compliance Dragging You Down?: Compliance measures take time. You have no choice in the matter. Documents must be stored, checklists have to be reviewed and reports have to be prepared and filed. It’s the nature of the human resources environment today, and it comes with seemingly unavoidable cost. Most corporate recruiters do their best to streamline compliance processes, hoping that they can minimize a cost that comes with no identifiable return. At worst, they sometimes avoid recording or misreport required data. With this perspective, it’s inevitable that a good chunk of the average corporate recruiter’s time will be spent on activities that minimize risk but otherwise create no talent ROI for the company.
Read the article >>
Proactive Candidate Outreach Means Getting There First: An increase in demand for a particular skill set or competency means that any opportunity for a competitive advantage is lost. You and your competitors wind up chasing the same superstars, losing time and employee productivity while paying more for critical talent than you need to. This is economics 101. Demand increases, and it carries prices with it. Now, if you could make the right hires before the market is looking, you could preserve budget, hire faster and put more distance between you and the competition. To do this, you need to think ahead.
Read the article >>
Tags: Top Stories
Posted in Week in Review | No Comments »
Thursday, May 6th, 2010
An increase in demand for a particular skill set or competency means that any opportunity for a competitive advantage is lost. You and your competitors wind up chasing the same superstars, losing time and employee productivity while paying more for critical talent than you need to. This is economics 101. Demand increases, and it carries prices with it. Now, if you could make the right hires before the market is looking, you could preserve budget, hire faster and put more distance between you and the competition. To do this, you need to think ahead.
Watch market conditions. Get a sense for when an opportunity is brewing that can affect your entire industry. Then, when it looks promising, start to develop your talent pools. Begin talking to top industry talent, whether they are actively considering a job change or telling you they are happy in their current positions. You’re getting a feel for the market while other corporate recruiters are spending their time talking to applicants to job postings. Then, when the business need and approvals come in, you can quickly turn from recruiting to hiring … while your competitors are still looking for talent pools and deciding who to talk to.
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Tags: competitive advantage, Corporate Recruiting, employee productivity, hiring, outsourcing, STREAM, talent pools
Posted in Strategy | No Comments »
Wednesday, May 5th, 2010
Compliance measures take time. You have no choice in the matter. Documents must be stored, checklists have to be reviewed and reports have to be prepared and filed. It’s the nature of the human resources environment today, and it comes with seemingly unavoidable cost. Most corporate recruiters do their best to streamline compliance processes, hoping that they can minimize a cost that comes with no identifiable return. At worst, they sometimes avoid recording or misreport required data. With this perspective, it’s inevitable that a good chunk of the average corporate recruiter’s time will be spent on activities that minimize risk but otherwise create no talent ROI for the company.
It doesn’t have to be this way. Outsource your compliance work – at least the rote, administrative aspects – and you can recapture more of your corporate recruiters’ time to invest in developing talent pools for future hiring needs, building relationships and collaborating with hiring managers and filling open positions.
The key is to partner with KGTiger’s BYTE team.
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Tags: BYTE, compliance, HR outsourcing, HRO, outsourced recruiting, outsourcing, recruiting, regulatory, regulatory compliance, ROI, talent, talent pool, talent pools
Posted in Process | No Comments »
