Archive for the ‘Process’ Category
Wednesday, October 6th, 2010
For many executives, the corporate recruiting department remains a mystery. They know that, somehow, open reqs are filled. But, aside from the fact that people are brought in for interviews and a final choice is made, the process remains a mystery. Unfortunately, few make a concerted effort to learn more, which can make it difficult for corporate recruiters to demonstrate their value to an organization. If this is the position in which you find yourself, it’s time to educate the company. Explain your operation, and make it clear that you deliver value every step of the way … as well as how you do so.
Sourcing can be the most important step in the corporate recruiting process. If you can’t find high-quality talent up front, the subsequent steps can be virtually meaningless. You need to be able to load the process, essentially, with the top candidates on the market. Finding them, however, can be incredibly difficult and time-consuming. Especially if you have great sources in place, the number of resumes coming in for every open position can be enormous and is growing rapidly. Just getting through the data can drain your time. When faced with tight deadlines, the need for speed can cause you to miss the best fit for your req.
The answer is KGTiger’s BYTE solution.
(more…)
Tags: BYTE, Corporate Recruiting, HRO, outsourcing, recruiting outsourcing, ROI
Posted in Process | No Comments »
Wednesday, September 22nd, 2010
Hiring is starting to open up, albeit slowly, and many companies are starting to think about adding to their capabilities. For corporate recruiting departments, it’s no different. Even in the best of economic conditions, the recruiting function is tasked to run lean, and recessions wind up taking a disproportionate toll on the department. Once the job market thaws, corporate recruiting teams are like any other department, looking to replace critical resources that were lost. But, this may not be the best way to restore your capabilities.
Instead of thinking about bodies, turn your mind to results. Consider your department’s strategic objectives, and what it will take to accomplish them. Adding people may be an intuitive solution, but it isn’t always the best one. Instead, you need resources, defined more broadly.
(more…)
Tags: BYTE, Corporate Recruiting, hiring, job market, recruiting, ROI
Posted in Process | No Comments »
Monday, September 20th, 2010
There is no metric more carefully watched in corporate recruiting than “time to hire.” The length of time it takes to turn an open req into an employee is the fundamental benchmark in determining a corporate recruiter’s success. Of course, efforts to shrink the duration can lead to a degradation of employee quality, which means that recruiters have traditionally needed to balance speed with diligence. Being able to accomplish the former without impairing the latter, however, can make your operation far more powerful.
There are several barriers to accelerating time to hire, as many factors can disrupt even the smoothest and most carefully planned corporate recruiting operations. Difficulties in sourcing – particularly for rare or highly coveted skill sets, industries and experience – can result in longer lead times, and competing offers can drag out the process at the end.
(more…)
Tags: BYTE, hiring, ROI, time to hire
Posted in Process | No Comments »
Wednesday, September 15th, 2010
Corporate recruiting provides your company’s lifeblood: talent. Without people, of course, nothing gets done … and without the right people, nothing gets done well. Your team, through effective sourcing and interviewing, is instrumental in keeping the business running and growing. Yet, these efforts are rarely recognized as instrumental to your organization. Corporate recruiting has always suffered from a low profile in most businesses, which often makes it difficult to get the resources you need to operate effectively.
To gain the recognition that your corporate recruiting team deserves, you need to position it as being of strategic value. You have an opportunity to do this every time you fill a key, high-profile req. You just need to manage the recruiting process effectively internally, and that starts with forging the right partnerships.
(more…)
Tags: Corporate Recruiting, STREAM, talent pool, talent pools
Posted in Process | No Comments »
Wednesday, September 8th, 2010
Businesses need more help these days, but they realize they don’t have to pay for it. It looks as though this year’s crop of college graduates will have an easier time finding jobs, as recruiting is on the rise for the first time since 2008, but salaries remain under pressure for these first-time entrants to the professional workforce.
The National Association of Colleges and Employers notes that recruiting fell 22 percent from 2008 to 2009. While this year’s increase of 5.3 percent makes up little ground, it’s nonetheless a step in the right direction.
For corporate recruiters, the campus recruiting challenges on the horizon are interesting. They will have to hire more people than they did last year, cope with a number of resume submissions per open req that is still high and convince candidates to take positions that pay lower than may be expected. Even with those who are new to the workforce, this may not be easy.
(more…)
Tags: BYTE, campus recruiting, candidates, hiring managers, job market, recruiting, talent
Posted in Process | No Comments »
Wednesday, September 1st, 2010
The hiring process is built on questions and answers. You ask candidates about their motivations, skills and experience. They ask you about the company and the work environment … not to mention compensation and career paths. At its best, there’s an easy and comfortable back-and-forth, and everyone walks away from the process well-informed. When the process is one-sided, however, it can feel like an interrogation, with only the bare light bulb missing. This dynamic is unproductive and probably won’t lead to satisfaction on either side.
The interrogation problem is particularly prevalent when a corporate recruiter is talking to passive candidates. A lot more selling is required, and the prospect has fewer reasons to engage directly. The recruiter may feel the temptation to pry information from the candidate – and talk too much while doing so – ultimately tainting the interview and costing the company a strategic hire.
The results of an interrogation speak for themselves.
(more…)
Tags: candidates, hiring, interviewing, STREAM
Posted in Process, Strategy | No Comments »
Monday, August 9th, 2010
Whether you actively source candidates internally or simply conduct interviews with them because you have to, there’s a lot of value in getting an outside perspective. Too often, you’re too familiar with an internal candidate for an open position – or you’re taking the opinions of people who are too close to that person.
Think about it: with an external candidate, you can’t talk frankly and easily with peers, subordinates and supervisors. Sure, you get references, but they are hand-picked by the candidate. This puts internal candidates at a serious disadvantage. As a result, you lose people who could possibly be the best candidates for a position – who can move into new roles with greater speed and agility, and who come at a lower total cost.
(more…)
Tags: BYTE, candidates, interviewing
Posted in Process | 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 »
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, June 14th, 2010
Increased competition, endless streams of resumes and applications and an economy that is intent on vacillating between bubble and bust has made the corporate recruiter’s career anything but predictable. Expect change to be constant and vexing … unless you have a taste for excitement and opportunity. Dislocated markets obliterate level playing fields, creating an opportunity for the savvy and aggressive to pull ahead of the pack.
We’re in one of those periods now. We’ve undergone several structural upheavals to the talent market and recruiting sector over the past 15 or so years, and nothing will ever be the same. To succeed, the corporate recruiting department needs to shift its thinking from tactical execution to strategic planning and positioning. The administrative and rote work needs to be sent out of the office, to an operation such as our BYTE service, while you retool your recruiting operation for maximum impact. To help you out, here’s a checklist for you to use in transforming your corporate recruiting department into a strategic powerhouse.
(more…)
Tags: bubble, BYTE, Corporate Recruiting, HR outsourcing, HRO, human resources, outsourced recruiting, outsourcing, recruiting outsourcing, talent market
Posted in Process | No Comments »
