Posts Tagged ‘Corporate Recruiting’
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
Posted in Strategy | No Comments »
Wednesday, December 15th, 2010
Corporate recruiting involves a significant amount of marketing. While there may be plenty of demand for your open reqs, you might not be interested in the candidates submitting applications. This is where the marketing aspect of recruiting comes into play: you need to identify the right talent pools, strategically position your employment brand, market your open positions to them, and get them excited about the prospect of coming to work for your company. For passive candidates, this can be rather difficult, as you’re asking them to sacrifice a known quantity in what is a high-risk job market.
So, stop thinking like a corporate recruiter for a bit, and get into the mindset of those marketing folks down the hall.
This process starts with identifying your target talent market. Instead of talking to the masses and hoping the right people hear you, zero in on the specific candidates who matter most. Define your criteria, and work with KGTiger’s STREAM solution to develop talent pools consisting of the candidates who fit your position description closely. This is the best way to identify the passive candidates with the greatest potential for your organization.
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Tags: Corporate Recruiting, STREAM, talent pool, talent pools
Posted in Process | 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 »
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
Posted in Process | 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 10th, 2010
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
Posted in Process | No Comments »
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 »
Monday, November 1st, 2010
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
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 »
