Archive for July, 2010
Wednesday, July 28th, 2010
Hiring managers need an education, and it’s your job to deliver it. The ebbs and flows of the talent market – along with the economy as a whole – don’t always have what you would consider to be a predictable impact on their expectations. In today’s market, in fact, hiring managers look to high rates of unemployment and a relatively small number of open reqs and draw, what for them, is the obvious conclusion: it’s pretty easy to hire right now.
Unless you’re in the corporate recruiting field, this is an understandable line of thought. There aren’t many positions, and there are a lot of people jockeying for them. This must mean that a company has its choice of candidates and that hiring managers can expect that those you bring in for interviews will be the best of the best.
If only it were that easy …
(more…)
Tags: candidates, hiring managers, job market, STREAM, talent market, unemployment
Posted in Intelligence | 1 Comment »
Monday, July 26th, 2010
From time to time, it’s a good idea to benchmark talent management and see how your organization is doing. Even if you’ve invested aggressively in performance improvement, you might not be keeping pace with the rest of the market. Simply doing better isn’t enough: you need to make sure you’re doing better than everyone else.
Benchmarking often gets set aside when the corporate agenda is full, a tendency that finds its way to the recruiting department. Instead of trying to gauge your competitive performance by feel, take the time for real insights of the sort available only from a rigorous process. There’s no substitute for truly knowing what’s happening in your market, and in an increasingly challenging marketplace, market research and competitive intelligence are more important than ever.
(more…)
Tags: benchmark, market research, talent management, talent market, TMR
Posted in Intelligence | No Comments »
Wednesday, July 21st, 2010
Yes, you read that correctly. It is possible to turn compliance into a competitive advantage. In fact, the notion that it isn’t possible is what can propel your company ahead of its peers.
To most organizations, regulatory compliance is pure cost. You don’t have a choice but to comply, and you seek to spend as little as possible in the process of doing so. The pressure to keep the price tag low, however, could cost you a significant return on your compliance investment.
Rather than treat HR compliance as unique, approach it as you would any other organizational development project. Of course, implement the measures necessary to satisfy the relevant regulatory bodies … but don’t stop there! Think about how you could use these new processes and controls to streamline your organization and improve service delivery to your hiring managers. Do this, and you could use your compliance investment to cut operating costs instead of increasing them. You might have to commit a bit more up front, but the payoff will be worth it.
(more…)
Tags: BYTE, compliance, HR, HR outsourcing, HRO, outsourcing, regulatory, regulatory compliance, ROI
Posted in Process | No Comments »
Monday, July 19th, 2010
It’s hard to be the new sheriff in town. The existing employees have their processes and habits. And when there’s a change at the top, they naturally cling to what they know. For a new head of corporate recruiting, the challenge is twofold: (a) getting the staff to accept you as the new boss and (b) implementing the changes that will make your operation more efficient.
You can accomplish both by implementing measures that increase efficiency, help recruiters manage workload and generally improve the work environment. Change is good … at least when the results are fast, painless and clear.
No pressure, right?!
KGTiger’s BYTE service is exactly what you need to affect meaningful change that will resonate with both company executives and corporate recruiters. Our team uses economies of scale and carefully designed processes to lower the cost of the administrative aspects of corporate recruiting while accelerating the results.
Consequently, your corporate recruiters will have more time to spend on the activities that define their profession – e.g., partnering with hiring managers and interviewing top candidates. With this extra elbow room, they’re able to deliver higher quality hires, not to mention salient and tangible value to your organization.
(more…)
Tags: BYTE, candidates, Corporate Recruiting, HR outsourcing, HRO, operations, outsourced recruiting, outsourcing, ROI
Posted in Strategy | No Comments »
Wednesday, July 14th, 2010
Many corporate recruiters don’t look for learning opportunities When they do, the effort generally seems to be focused on improving tactics in the high-volume activities that already consume the time of an already maxed-out day … despite the fact that those don’t deliver optimal returns.
This is the main reason why our profession hasn’t evolved as much as it could have over the past 30 years. There is no shortage of opportunities to streamline recruiting operations, source more effectively, and increase candidate and new hire quality … but few of them are actually implemented. The focus of the corporate recruiter remains cradle-to-grave process management.
It’s time for a change.
(more…)
Tags: Corporate Recruiting, market research, talent market, TMR
Posted in Process | No Comments »
Monday, July 12th, 2010
It’s always tough to get the green light to hire corporate recruiters. After all, HR tends to be seen as a support function, and companies usually want to keep it lean. The effort to add to staff becomes even harder when you consider the rhythm of the corporate recruiting cycle: in theory, your department should be the first to hire. Instead of waiting and scrambling, there’s a way to get out in front of the hiring process for the rest of your company without having to hire additional corporate recruiters.
When it’s time to hire aggressively, the corporate recruiting department needs to be ready. Demand for your services is set to spike. So, how do you handle this? The natural response is to add to the staff, but this can be difficult: you’d need to ramp up before anyone else. Getting the approval to hire based on forecasts, especially for a segment of the HR department, isn’t easy. The alternative, it seems, is to wait until your team is severely overworked and wind up adding yet another open req to fill.
(more…)
Tags: BYTE, Corporate Recruiting, HR, HR outsourcing, HRO, human resources, outsourcing
Posted in Strategy | No Comments »
Wednesday, July 7th, 2010
Now that we’re feeling the economy start to turn, it’s all too tempting to try to undo the staff and budget cuts of the past two years. The squeeze from the market isn’t as potent, and companies are again thinking about investing for the future. With this shift comes many, many requests for a few extra budget dollars – especially for headcount. Before you start asking for corporate recruiting bodies, though, evaluate your options. You’ll find you can get the desired result, but at a far lower cost.
The staffing rush that’s bound to begin soon (if it hasn’t already) is principally the result of confidence in the recovery. Even though we still have a long way to go, the light at the end of the tunnel is visible, if not yet bright. To prepare, and because confidence has a tendency to loosen budgets, companies are beginning to reassess their talent needs.
(more…)
Tags: Corporate Recruiting, ROI, STREAM
Posted in Intelligence | No Comments »
Monday, July 5th, 2010
Employees are becoming more comfortable with the idea of switching jobs. At the peak of the recession, workforce aversion to personal risk was high, especially as unemployment pierced the double-digit threshold. Now that conditions have calmed, and many believe a recovery is in progress, many employees are likely to seek greener pastures, especially if they can secure more income, flexibility or other perks in the process.
This presents both risk and opportunity. Talent availability is poised to spike, as top players look for ways to recoup missed promotions and raises that were rendered impossible by the after-effects of the financial crisis. At the same time, there’s increased likelihood that your own company’s talent will head for the door.
(more…)
Tags: candidates, financial crisis, HR, human resources, recession, STREAM, talent, talent market, talent pools, unemployment
Posted in Intelligence | No Comments »
