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Archive for the ‘Series Index’ Category

Play Corporate Recruiting Offense, not Defense

Monday, August 16th, 2010

After struggling through the worst financial crisis and recession in decades, it’s easy to stay back on your heels. Businesses have become accustomed to protecting budget and market share: they’ve been playing defense for more than two years. So, it’s hard to change your mindset and starting thinking about winning again.

But, you don’t have a choice.

The companies that will accelerate into a recovery, win new business opportunities and seize market share will be those that play to win – today. For corporate recruiters, this starts with talent management, as noted by Jeff Schwartz, global leader for Deloitte Consulting’s organization and change service line.

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Three Factors that Complicate Recruiting in Today’s Market

Wednesday, August 4th, 2010

Despite intuitive beliefs to the contrary, recruiting in a high-unemployment environment is not easy. Though there is plenty of talent on the sidelines, much of it isn’t what you want to invite into your company. The dynamics of recruiting in a constrained job market can seem endless and overwhelming, especially when it’s time to educate your hiring managers. To help you kick-start the learning process with your partners in the business areas, here are three factors that can make corporate recruiting a bit tougher in today’s market.

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Social Media: Recruiting Magnifier

Monday, June 7th, 2010

Social media tools may have the potential to make corporate recruiting easier … but you still have to have the fundamentals nailed down. After all, tools like Facebook, LinkedIn and Twitter aren’t substitutes for effective corporate recruiting. Rather, they’re magnifiers. If you’re already excellent, these platforms can make you even better. But, if you don’t measure up to your peers, the reach of social media sites will only highlight deficiencies.

To maximize the value of your social media investment, you need a smooth, efficient and cost-effective corporate recruiting operation.

The lure of social media is hard to ignore. The job boards, once popular and highly effective, have been swamped with resumes, users, and strategies for being noticed. Every open req is an applicant fire hose waiting to happen. With social media, recruiters can reach out to candidates or use position descriptions to attract their interest – the entire process is bidirectional, and the field is much larger.

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22% of Recruiters Looking to Social Media over Recruiting Software

Monday, May 24th, 2010

The use of social media by corporate recruiters has surged … as the use of social media by everyone has surged. What’s interesting, however, is how recruiters are using these tools.

The latest research from Gartner reflects 100 e-recruitment software customers, each with more than 1,000 employees, more than $25 million in revenue or both. Within this group, 22 percent said they were turning to social software functionality – instead of their e-recruiting software vendors. Meanwhile, 34 percent indicated that they had no plans to move to social media. Among e-recruiting software vendors, according to Gartner, many have added social media-type functionality to their platforms, and almost all of them have it on their roadmaps for future versions.

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Five Recruiting Insights from the Gartner Magic Quadrant

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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Four Ways to Make Recruiting Administration Easier

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.

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Five Reasons Why “Close Enough” Is “Best of All”

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.

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Generation Gap: Series Index

Saturday, February 20th, 2010

The Looming Challenge >>

Retirement Deferred >>

Fewer Thank You Notes >>

Direct Access >>

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Tweeting for jobs: cute, but not a long-term strategy

Monday, January 18th, 2010

facebookSome of the stories coming from the job market right now can be pretty entertaining. The tale of the man who sent little more than a tweet and got a job, for example, has circled the web several times already, showcasing the power of social media in a crowded talent market. But, when you cut through the humor of the anecdote, it isn’t hard to see that the potency of social media can consume its users, unless they have plans in place to keep from getting bombarded with Twitter, LinkedIn and Facebook inquiries.

The low barriers to entry in the social media space have already made it attractive to both corporate recruiters and job-seekers, and there is a set of entrepreneurs already developing products, services and techniques designed to help people on both sides of the talent equation navigate the social media space more effectively. The convergence of candidate and recruiter use of social media and the development of services to increase visibility and results means that the market will become increasingly crowded.

An abundance of choice translates to copious amounts of data through which to sift … with no change in timelines or competitive pressures. As you enter the social media talent market, think about the tools you will need to increase the value of each interaction.

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Green Future: Series Index

Saturday, January 2nd, 2010

An Introduction for Corporate Recruiters: If you’re not thinking about green talent pools right now, you’re a step behind the market. Every day, it’s looking more and more like the next economic bubble – in the United States and around the world – will involve clean technology. Cast aside your politics on this one – the argument over climate change isn’t relevant to the business opportunity. Instead, look at the data from the market. Private equity and venture capital money is increasingly headed toward green investments, and the talent market for this sector is gaining steam.

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Corporate Recruiting for Market Entry: Though California leads the United States in clean technology jobs, the United States doesn’t necessarily lead the world. Germany, Scandinavia and China have show remarkable progress, and clean technology interest has reached the Middle East, where many energy companies see “green” as a way to hedge against an eventual systemic threat to the oil market. For corporate recruiters at large firms, start-ups and everything in between, what is now a “new market entry opportunity” will soon become a “new market entry necessity.”

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Execute Your Talent Acquisition Strategy: It’s never too early to identify the top talent in a sector. With the clean technology market growing aggressively already, your market entry plan should be followed quickly by execution. Even if you aren’t ready to hire, planning ahead will ensure that a pool of cultivated candidates will be waiting for you when it’s time to pick up the phone.

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Streamline the Recruiting Process: In every specialty talent market, there is an underserved population. Often, this is where you’ll find some of the more interesting candidates, but they effectively take themselves out of the running because their resumes don’t resonate with corporate recruiters. The sheer volume of applicants for an open req, especially when the market is white hot, can cause recruiters to use formatting as an easy way to cut a collection of resumes down to a manageable number. At the same time, they may be passing implicitly on the top candidates.

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