Posts Tagged ‘Corporate Recruiting’
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 »
Monday, September 27th, 2010
What happens when you find the perfect candidate for your company? This person has the skills and experience that could make a major difference in the entire company’s performance – and wants to join you. You make an offer, right? The stars are lining up, and you need to take full advantage of the opportunity.
Of course, there’s only one problem: you don’t have an open position for this person. Without the necessary approval, how can you make this great strategic hire?
When you can’t pull the trigger right away, you need to change your strategy from hiring to candidate cultivation. Until you can add headcount, it’s necessary to find ways to keep a candidate engaged and interested in your company … and also from becoming interested in your competitors. When you set out to do this, you need a plan, and that’s where KGTiger can help.
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Tags: candidates, Corporate Recruiting, hiring, HR outsourcing, HRO, outsourced recruiting, outsourcing, recruiting, STREAM
Posted in Strategy | 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 »
Wednesday, September 15th, 2010
Corporate recruiting provides your company’s lifeblood: talent. Without people, of course, nothing gets done … and without the right people, nothing gets done well. Your team, through effective sourcing and interviewing, is instrumental in keeping the business running and growing. Yet, these efforts are rarely recognized as instrumental to your organization. Corporate recruiting has always suffered from a low profile in most businesses, which often makes it difficult to get the resources you need to operate effectively.
To gain the recognition that your corporate recruiting team deserves, you need to position it as being of strategic value. You have an opportunity to do this every time you fill a key, high-profile req. You just need to manage the recruiting process effectively internally, and that starts with forging the right partnerships.
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Tags: Corporate Recruiting, STREAM, talent pool, talent pools
Posted in Process | No Comments »
Monday, August 30th, 2010
For corporate recruiters, the past two years have seemed like a problem of open reqs: specifically, there haven’t been many. The recession has dealt a blow to the profession and the businesses served, and the median duration of unemployment, according to Harvard Business Review, is six months (and counting), double what it’s been at any point in the last five decades. The problem, therefore, seems pretty obvious.
Or, is it?
Maybe it isn’t just a protracted period of unemployment and jobless recovery at work – maybe we’re also seeing a lower quality of demand.
Employers could be investing more in their talent, rather than taking advantage of an unfavorable employment market to secure employees at lower rates and save a few dollars. While this thinking may be attractive now, it can have disastrous consequences down the road.
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Tags: Corporate Recruiting, outsourced recruiting, outsourcing, recruiting outsourcing, ROI, talent, talent market, TMR, unemployment
Posted in Strategy | No Comments »
Wednesday, August 25th, 2010
Short-sightedness is the current curse of corporate recruiting. As company executives remain focused on the day-to-day swings of the market and economy, they are overlooking an opportunity to lay the foundation for future growth – by bringing in revenue-producing employees. Everyone is feeling it, of course, which is what creates the opportunity in the marketplace for you to secure a competitive advantage.
According to a post on Monster’s “Recruiting and Hiring Advice” blog:
This resistance cuts across the industry, from temp agencies to retained search firms. “Employers are hesitant to hire non-contingent workers, so they’re hiring contingent employees,” says Tony Gregoire, senior research analyst at Staffing Industry Analysts. “Often they’re even skittish to hire contingents. There is growth in staffing, but it’s spotty. We project 16 percent revenue growth for industrial staffing in 2010, but healthcare should see a 3 percent decline in revenue.”
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Tags: candidates, Corporate Recruiting, hiring, outsourced recruiting, outsourcing, recruiting outsourcing, STREAM
Posted in Strategy | No Comments »
Monday, August 16th, 2010
After struggling through the worst financial crisis and recession in decades, it’s easy to stay back on your heels. Businesses have become accustomed to protecting budget and market share: they’ve been playing defense for more than two years. So, it’s hard to change your mindset and starting thinking about winning again.
But, you don’t have a choice.
The companies that will accelerate into a recovery, win new business opportunities and seize market share will be those that play to win – today. For corporate recruiters, this starts with talent management, as noted by Jeff Schwartz, global leader for Deloitte Consulting’s organization and change service line.
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Tags: Corporate Recruiting, economy, financial crisis, recession, STREAM, talent pool, talent pools
Posted in Series Index | 1 Comment »
Wednesday, August 11th, 2010
There are high hopes for an economic recovery. The worst of the global financial debacle feels like it’s behind us, though there are many business leaders and experts suspect that this may not be the case. “Double-dip” recessions and expectations of more mortgage delinquencies – triggered by a combination of falling home values and constrained household incomes – could lead to more economic malaise. And doubtless, this prospect has an effect on your plans to recruit and hire.
So, the big question becomes one posed recently by Deloitte: “Where are you on the recovery curve?” There’s an essential tension between forecasted economic activity and near-term business needs, especially in the wake of a recession that forced difficult staff cuts leaving your company under-powered and your staff stretched thin.
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Tags: Corporate Recruiting, economy, financial crisis, market research, research, talent market, TMR
Posted in Strategy | No Comments »
Wednesday, August 4th, 2010
Despite intuitive beliefs to the contrary, recruiting in a high-unemployment environment is not easy. Though there is plenty of talent on the sidelines, much of it isn’t what you want to invite into your company. The dynamics of recruiting in a constrained job market can seem endless and overwhelming, especially when it’s time to educate your hiring managers. To help you kick-start the learning process with your partners in the business areas, here are three factors that can make corporate recruiting a bit tougher in today’s market.
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Tags: BYTE, Corporate Recruiting, hiring managers, HR outsourcing, HRO, job market, outsourcing, recruiting, talent market
Posted in Series Index | No Comments »
