Archive for the ‘Strategy’ Category
Wednesday, February 16th, 2011
Thanks to all the job boards and other search channels now available, candidates are casting wider nets than ever before. They are pushing cover letters and resumes at an incredible rate, often applying for dozens of positions a day or more. In the process, they are making mistakes … annoying mistakes. Spelling and grammar have become casualties, and it seems no original thought is being put into resumes or cover letters. In addition to bothering corporate recruiters, it also impedes the candidate screening process, which slows down the hiring process.
You wouldn’t want to bring candidates in who are careless and inattentive to detail, but you still have to sift through error-ridden resumes to find the candidates you want. This isn’t just time wasted on every resume you’re not going to use; it leads to increased frustration that will affect your overall performance. Instead of letting these problems get in the way, it’s more effective to implement a strategy that changes the process entirely and helps you remain as productive as possible. (more…)
Tags: BYTE, employees, hiring, hiring managers, HR outsourcing, human resources, interviewing, job market, optimizing recruiting, outsourced recruiting, talent market
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Wednesday, December 29th, 2010
Ever since the global financial crisis of 2008, unemployment and under-employment have been high, leaving plenty of talent available for corporate recruiters eager to fill open reqs. There are many solid candidates looking for work, and it generally has been an employers’ market. But, signs are emerging to suggest that this isn’t the case universally. Some sectors, such as the tech market, are actually experiencing talent crunches. Even if you have plenty of candidate choices at your disposal now, this could change quickly, and you need to be prepared.
Unemployment, on a broad scale, actually says very little about the talent market that’s relevant to you. Several factors influence available talent, and these are what matters most to your corporate recruiting team. On the list are:
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Tags: financial crisis, market research, talent, talent market, TMR, unemployment
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Monday, December 27th, 2010
Buyer’s remorse is always a risk. The recruiting process doesn’t end with new-hire orientation. Rather, you need to make sure that the first few months are enjoyable and fulfilling for a new employee. Otherwise, you may find yourself scrambling to fill the same req all over again. To help you with new hire retention, you need to make sure you’re hiring the right people to begin with, and that starts with your talent pool.
The early comfort and success of a new employee is directly related to his or her fit for the position you’re trying to fill. If you rush to complete the process or decide to settle for “close enough,” you may not have to worry about long-term problems: the employee may decide to start looking for a new job again before your worst fears can come true.
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Tags: candidates, hiring, STREAM, talent pool, talent pools
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Wednesday, December 22nd, 2010
I ran across an interesting article on the Harvard Business Review blogs, “Is HR Too Important to Be Left to HR?” It raises an interesting question, and one I’ve bumped into every now and then over the past three decades. Often, the HR department is perceived as weak or ineffective and discussion ensues over where the function should report – to the COO or CFO, for example. This has implications for the corporate recruiting team, of course, which tends to be located in the HR department.
So, how can a corporate recruiting team keep from being bolted onto a business unit that doesn’t understand it?
The key is to make your department as self-sufficient as possible – this will give your team the elbow room it needs and also show how the HR department as a whole can manage itself effectively.
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Tags: BYTE, Corporate Recruiting, HR, HR outsourcing, human resources, market research, outsourced recruiting, outsourcing, STREAM, talent market, talent pool, talent pools, TMR
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Monday, December 13th, 2010
Another year is almost finished, and we’re looking forward to the fresh potential of 2011. It’s been rocky for a while: 2008 ended on a dismal note, and 2009 was fraught with uncertainty. Despite signs of promise this past year, high unemployment rates led to many corporate recruiting challenges, from getting open reqs approved to wading through a flood of resumes for each open position in hopes of finding the ideal fits for your organization.
Yeah, it’s been tough.
Fortunately, 2011 will be better. How do I know this? Well, that’s easy: you’re going to make it better. And, that starts with three corporate recruiting resolutions for the coming new year.
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Tags: BYTE, ROI, STREAM, TMR, unemployment, unemployment rate
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Monday, December 6th, 2010
IBM recently released its biennial Chief Human Resource Officer Study, providing great detail into the business challenges that HR departments are likely to face in the near future. The report itself is worth a read, but I want to focus on one area that is particularly important to corporate recruiters: efficiency.
Headcount is coming, and this will doubtless put a strain on recruiting departments that have been tasked to run unusually lean following the financial crisis and ensuing recession. According to the report, 34 percent of Chief HR Officers expect to see headcount increase in North America over the next three years, with a variety of international markets showing even more potential.
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Tags: Corporate Recruiting, employees, financial crisis, hiring in a recession, HR, human resources, outsourced recruiting, outsourcing, recession, recruiting outsourcing, ROI, STREAM
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Wednesday, December 1st, 2010
Passive candidates can be difficult to lure away from their existing positions, especially with volatility persisting in the job market. But, that doesn’t mean you can’t reach them. Instead of pursuing passive candidates solely on their competencies and experience, refine your targeting to include how frustrated they are. Provide a solution to these challenges, and you gain a strong negotiating tool for attracting talent.
Employees, as a rule, don’t like to leave their jobs. A recent article in Business Insider observes:
How would you feel if someone called you a “quitter”? My guess is – not good. You might feel hurt, guilty or upset. You almost certainly wouldn’t feel proud of yourself.
People put enormous pressure on themselves to succeed, and it can be difficult to overcome this, even when the reality doesn’t square with self-perception. So, to attract a frustrated passive candidate, you need to include a mechanism for helping him or her get past this.
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Tags: BYTE, candidates, interviewing, job market, talent, talent acquisition, talent management
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Wednesday, November 24th, 2010
Every dollar in your corporate recruiting budget must be invested judiciously. After all, lean departments need to get as much out of their resources as possible, often having to stretch them to operate effectively. Fortunately, there are many ways to do this. KGTiger’s BYTE solution is designed to maximize corporate recruiting ROI.
Here are five of the ways you can use BYTE to magnify your department and your investment:
1. Cut administrative workload and costs: most corporate recruiters spend far too much time on low-value tasks that don’t make the best use of their skills or time. Use BYTE to handle these activities and reduce your cost and time to hire.
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Tags: BYTE, candidates, Corporate Recruiting, outsourced recruiting, outsourcing, recruiting outsourcing, ROI, time to hire
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Wednesday, November 17th, 2010
Since it’s usually viewed as a cost center, corporate recruiting success is usually measured in terms of cost management – not ROI. This perception has made it difficult for our profession to operate effectively. It’s time for a change, and you’re the only person who can make it happen! To get your executives’ attention, you need to balance both sides of the equation: cost and return.
The cost part is pretty easy – this is how corporate recruiting departments are accustomed to being measured. To lower your cost per hire, for example, use KGTiger’s BYTE solution to streamline the administrative aspects of the corporate recruiting process. We’ll take care of the low-impact tasks for you, freeing your corporate recruiters to spend more time using the skills and experience they’ve accumulated throughout their careers. This is much more productive than having more corporate recruiters – at a much higher cost – to commit up to two thirds of their time to administrative work.
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Tags: BYTE, ROI
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Monday, November 8th, 2010
It’s natural to want to promote from within. Your current employees know your business well, contribute great ideas and use career paths as motivation to perform at high levels. All of this adds up to significant benefits for your company. But, it helps to have some fresh faces, too. This is where you gain access to the best ideas your competitors have – not to mention practices from other industries that you could adopt to gain a competitive advantage.
Mixing in talent from outside your company certainly comes with an upside, but it can be difficult to make the move sometimes, particularly if your current employees are interested in the positions you’re trying to fill. It’s tempting to go with internal candidates first, but you should resist the urge and take a closer look at the broader talent market landscape before making final decisions. Take the time to fully understand the implications of excluding external talent and focusing on hiring from within.
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Tags: candidates, market research, talent, talent market, TMR
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