Posts Tagged ‘hiring’
Wednesday, February 16th, 2011
Thanks to all the job boards and other search channels now available, candidates are casting wider nets than ever before. They are pushing cover letters and resumes at an incredible rate, often applying for dozens of positions a day or more. In the process, they are making mistakes … annoying mistakes. Spelling and grammar have become casualties, and it seems no original thought is being put into resumes or cover letters. In addition to bothering corporate recruiters, it also impedes the candidate screening process, which slows down the hiring process.
You wouldn’t want to bring candidates in who are careless and inattentive to detail, but you still have to sift through error-ridden resumes to find the candidates you want. This isn’t just time wasted on every resume you’re not going to use; it leads to increased frustration that will affect your overall performance. Instead of letting these problems get in the way, it’s more effective to implement a strategy that changes the process entirely and helps you remain as productive as possible. (more…)
Tags: BYTE, employees, hiring, hiring managers, HR outsourcing, human resources, interviewing, job market, optimizing recruiting, outsourced recruiting, talent market
Posted in Strategy | No Comments »
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
Posted in Process | 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
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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
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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
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Monday, September 20th, 2010
There is no metric more carefully watched in corporate recruiting than “time to hire.” The length of time it takes to turn an open req into an employee is the fundamental benchmark in determining a corporate recruiter’s success. Of course, efforts to shrink the duration can lead to a degradation of employee quality, which means that recruiters have traditionally needed to balance speed with diligence. Being able to accomplish the former without impairing the latter, however, can make your operation far more powerful.
There are several barriers to accelerating time to hire, as many factors can disrupt even the smoothest and most carefully planned corporate recruiting operations. Difficulties in sourcing – particularly for rare or highly coveted skill sets, industries and experience – can result in longer lead times, and competing offers can drag out the process at the end.
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Tags: BYTE, hiring, ROI, time to hire
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Wednesday, September 1st, 2010
The hiring process is built on questions and answers. You ask candidates about their motivations, skills and experience. They ask you about the company and the work environment … not to mention compensation and career paths. At its best, there’s an easy and comfortable back-and-forth, and everyone walks away from the process well-informed. When the process is one-sided, however, it can feel like an interrogation, with only the bare light bulb missing. This dynamic is unproductive and probably won’t lead to satisfaction on either side.
The interrogation problem is particularly prevalent when a corporate recruiter is talking to passive candidates. A lot more selling is required, and the prospect has fewer reasons to engage directly. The recruiter may feel the temptation to pry information from the candidate – and talk too much while doing so – ultimately tainting the interview and costing the company a strategic hire.
The results of an interrogation speak for themselves.
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Tags: candidates, hiring, interviewing, STREAM
Posted in Process, 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 »
Wednesday, August 18th, 2010
Could it be this bad? A 60 Minutes story, according to Harvard Business Review, claimed: “A new breed of American worker is about to attack everything you hold sacred …”
Cross-generational tension is nothing new, of course. Generation X and the Baby Boomers have always struggled to find common ground, and the Boomers had to cope with substantially different worldviews – and treatment – from its predecessor generation. HBR continues:
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Tags: Baby Boomers, Generation Gap, Generation X, Generation Y, generations, hiring, Millennials, STREAM
Posted in Strategy | No Comments »
