Archive for the ‘Process’ Category
Monday, January 3rd, 2011
We all know that there are some questions you just shouldn’t ask in an interview (see five gems here). Anything related to age, religion and physical disability, for example, is strictly off limits. But, conversations happen. You get into a comfortable exchange with a candidate and notice a necklace with a religious symbol … which leads to ask if he or she attends a local church. Or, a conversation about a photo of your kids on your desk results in a discussion that could land your company in hot water.
The issue is one of litigation risk, and it’s a top concern for corporate recruiters all over the country. The wrong questions could cause a candidate to sue, costing your company both money and its reputation with clients (and future candidates). Even the best corporate recruiters slip up sometimes, often because they are so good at reading a candidate and managing the conversation effectively. Especially in the early stages of the corporate recruiting process, you need a way to protect your recruiters and your company. Structured interviews can be a particularly effective litigation risk mitigation tool.
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Tags: BYTE, candidates, interviewing, risk, risk management
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Wednesday, December 15th, 2010
Corporate recruiting involves a significant amount of marketing. While there may be plenty of demand for your open reqs, you might not be interested in the candidates submitting applications. This is where the marketing aspect of recruiting comes into play: you need to identify the right talent pools, strategically position your employment brand, market your open positions to them, and get them excited about the prospect of coming to work for your company. For passive candidates, this can be rather difficult, as you’re asking them to sacrifice a known quantity in what is a high-risk job market.
So, stop thinking like a corporate recruiter for a bit, and get into the mindset of those marketing folks down the hall.
This process starts with identifying your target talent market. Instead of talking to the masses and hoping the right people hear you, zero in on the specific candidates who matter most. Define your criteria, and work with KGTiger’s STREAM solution to develop talent pools consisting of the candidates who fit your position description closely. This is the best way to identify the passive candidates with the greatest potential for your organization.
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Tags: Corporate Recruiting, STREAM, talent pool, talent pools
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Wednesday, December 8th, 2010
You have a hot lead – a great candidate who would generate ROI for your company quickly and who wants to move now. This candidate has all the skills and experience you want, and would even be considered a strategic hire. Everything looks great.
Then, the position is frozen temporarily.
You see nothing but missed potential, as this candidate is likely to become frustrated and look for opportunities elsewhere. Before you give up and accept the loss, though, consider what you can do to keep the candidate engaged. If he or she really wants to work for your company, it may take only a bit of planning to keep the opportunity alive.
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Tags: BYTE, candidates, Corporate Recruiting, hiring, recruiting, ROI
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Monday, November 29th, 2010
It is commonly accepted that the best candidates often come from personal networks. These are people someone in your company already knows and trusts. And, the cost to hire is much lower, because the only expense you may incur is a referral bonus. Don’t rush the process, though. Even trusted sources have agendas and make mistakes. It’s a good idea to get an independent, objective set of eyes on those candidates, early in the process.
Particularly for key positions and high referral bonuses, employees aren’t just going to refer candidates – they’re going to try to sell them to you! At a minimum, your employees generally have a personal interest in the candidates they suggest for your open reqs. Often, this can put pressure on corporate recruiters to accelerate the process (and even make the hire) if the candidate is close enough to what’s in the position description. In the end, you may get a qualified candidate. But, could you have done better?
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Tags: BYTE, candidates, Corporate Recruiting
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Monday, November 22nd, 2010
With all the sourcing channels now open to corporate recruiters, it’s easy to get overwhelmed. Should you stick to job boards? Or, is LinkedIn the way to go. What about Facebook? Much of the corporate recruiting buzz over the past few years has been about new places to go to fill open reqs … but chatter on what the best places are has been in short supply.
Given the effects of the recession on the talent market, sourcing excellent candidates isn’t as easy as it used to be, making it crucial that you invest your limited time sourcing from the talent pools with the highest potential.
The hardest part of filling an open req in this market isn’t generating interest: there’s already plenty. Candidates are becoming more sophisticated in how they execute and manage their job searches, so you can rest assured that they’ll find you. The challenge before you, therefore, is to make sure you have access to the best candidates available. Rather than merely promoting your positions, you need to search proactively for the talent you want.
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Tags: candidates, Facebook, LinkedIn, recession, STREAM, talent market
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Wednesday, November 10th, 2010
For 30 years or more, the situation in most corporate recruiting departments hasn’t changed: it feels like there’s a lot more work than people to do it. Always tasked to run lean, it can be tough to get more headcount, regardless of how badly you actually need it. Well, I have some news for you: you do have enough people on your corporate recruiting team. You just don’t have the right tools to support them … yet.
Corporate recruiting involves hefty amounts of administrative work – it’s the nature of the beast. But, this isn’t the best utilization of the professional staff in your organization. Every minute spent on administrative tasks – such as requesting employment-required data, report preparation or and making sure candidates have directions to interviews – is a waste of the skills and experience they have accumulated. And, these tasks can claim up to two thirds of their time.
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Tags: BYTE, Corporate Recruiting, outsourced recruiting, outsourcing, recruiting outsourcing
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Wednesday, November 3rd, 2010
Corporate recruiting and hiring initiatives are still being kept to a minimum by challenging economic conditions. Meanwhile, the school year is in progress, and you’re probably executing your campus recruiting strategy … unless you’re sitting this year out. It isn’t too late to establish or refine your campus presence, and doing so may be more important than you realize. Campus recruiting impacts every corner of your company – and the decisions you make this year could do so for years to come.
Doubtless, it’s important to have a steady stream of new talent coming into your organization – campus hires are the source of future big ideas. You might think you can sacrifice this recruiting channel for a year when market conditions are tough, but it could cost you your visibility and recognition with the campus market. It could take years to recover, years that your competitors will use to solidify their positions.
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Tags: BYTE, campus recruiting, candidates, Corporate Recruiting
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Wednesday, October 27th, 2010
How many corporate recruiters do you have on your team? Well, divide that number by three – that’s the effective size of your corporate recruiting department. Because most recruiters manage the end-to-end hiring process themselves, they wind up spending a lot of time on administrative work. In fact, this can consume up to two thirds of a corporate recruiter’s day! By managing administrative tasks appropriately, you could effectively triple the size of your corporate recruiting staff. The key is to distribute your workload to the right people.
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Tags: BYTE, Corporate Recruiting, hiring, hiring process, ROI
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Monday, October 18th, 2010
Finding qualified candidates in this job market can be an absolute nightmare. Unemployment is high, and even those who are working aren’t happy. The economic climate has strained everybody, but there are still opportunities out there worth pursuing. So, when a position does become available, thousands of people flock to it, creating an almost insurmountable challenge for corporate recruiters. Time- and cost-to-hire escalate, and many great candidates are missed.
There has to be a better way!
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Tags: candidates, economy, job market, STREAM, talent, talent market, talent pools, unemployment
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