November 29th, 2010 by Louis P. Kadetsky, CPC
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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November 24th, 2010 by Louis P. Kadetsky, CPC
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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November 22nd, 2010 by Louis P. Kadetsky, CPC
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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November 17th, 2010 by Louis P. Kadetsky, CPC
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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November 15th, 2010 by Louis P. Kadetsky, CPC
With unemployment still high because of two years of austerity, it’s safe to assume that the talent working for the competition is pretty high-caliber. Also, they’ve endured difficult working conditions – as everyone has – because of recession-driven cuts. As you begin to hire, each open req represents a new, better opportunity to pick up a high-powered employee who is currently working against your company. Lure this talent away, and you double the competitive advantage of a great hire relative to a particular competitor.
It isn’t easy. Even those who want greener pastures are risk-averse and may be reluctant to give up what they know. So, bringing these passive candidates into your organization will require some savvy recruiting. Let’s take a look at five ways you can win them over:
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Tags: candidates, market research, ROI, STREAM, talent, talent market, talent pool, talent pools, unemployment
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November 10th, 2010 by Louis P. Kadetsky, CPC
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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November 8th, 2010 by Louis P. Kadetsky, CPC
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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November 3rd, 2010 by Louis P. Kadetsky, CPC
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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November 1st, 2010 by Louis P. Kadetsky, CPC
When you enter a new market or geographic region, you need to ready yourself for differences. The corporate recruiting practices that have served you well may not translate to the new challenges before you. Instead of trying to make a square peg fit into a round hole, plan ahead. Understand the unique recruiting environment you’re about to enter, and you’ll drive much better results.
Not all recruiting environments are the same. Industries, regions and lines of business have their own norms, and failing to become aware of them can frustrate the efforts of even the most experienced and effective corporate recruiters. When you need high-impact talent quickly, early missteps can have enduring consequences. Competitive advantage, future revenues and long-term market share are at stake. Are you ready to sacrifice them because you’re planning to recruit the way you always have?
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Tags: Corporate Recruiting, market research, new market entry, talent market, TMR
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October 27th, 2010 by Louis P. Kadetsky, CPC
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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