Posts Tagged ‘ROI’
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
Posted in Strategy | No Comments »
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
Posted in Process | No Comments »
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
Posted in Strategy | No Comments »
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
Posted in Strategy | No Comments »
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
Posted in Strategy | No Comments »
Monday, November 15th, 2010
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
Posted in Intelligence | No Comments »
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
Posted in Process | No Comments »
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.
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Tags: BYTE, Corporate Recruiting, HRO, outsourcing, recruiting outsourcing, ROI
Posted in Process | No Comments »
Monday, October 4th, 2010
With plenty of people still looking for jobs, traditional sources aren’t as productive as they used to be. The channels are being stuffed with prospective candidates using all means available to get in front of recruiters (and, they hope, hiring managers), which is essentially making one source about as effective as another. When the usual approaches to finding high-quality candidates have been rendered ineffective by high demand for few positions, it’s time to find a new way to conduct corporate recruiting business.
New sources are necessary, especially if you’re interested in moving past the pool of traditional candidates and mining the market for the passive job-seekers who your hiring managers may find more desirable. For the average corporate recruiter job boards, career fairs and even social media outlets tend to be time-consuming and value relative to the required investment is suspect. High-impact candidates may be out there, but it can take a lot of work to find them … all of which can drag down corporate recruiting ROI.
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Tags: BYTE, candidates, Corporate Recruiting, hiring managers, HR outsourcing, HRO, ROI
Posted in Intelligence | 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.
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Tags: BYTE, Corporate Recruiting, hiring, job market, recruiting, ROI
Posted in Process | No Comments »
