Posts Tagged ‘candidates’
Monday, January 3rd, 2011
We all know that there are some questions you just shouldn’t ask in an interview (see five gems here). Anything related to age, religion and physical disability, for example, is strictly off limits. But, conversations happen. You get into a comfortable exchange with a candidate and notice a necklace with a religious symbol … which leads to ask if he or she attends a local church. Or, a conversation about a photo of your kids on your desk results in a discussion that could land your company in hot water.
The issue is one of litigation risk, and it’s a top concern for corporate recruiters all over the country. The wrong questions could cause a candidate to sue, costing your company both money and its reputation with clients (and future candidates). Even the best corporate recruiters slip up sometimes, often because they are so good at reading a candidate and managing the conversation effectively. Especially in the early stages of the corporate recruiting process, you need a way to protect your recruiters and your company. Structured interviews can be a particularly effective litigation risk mitigation tool.
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Tags: BYTE, candidates, interviewing, risk, risk management
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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 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
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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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Monday, November 29th, 2010
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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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 »
Monday, November 22nd, 2010
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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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 »
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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Wednesday, November 3rd, 2010
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
Posted in Process | No Comments »
