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.
Posts Tagged ‘hiring process’
Reclaim Your Corporate Recruiters!
Wednesday, October 27th, 2010Take Everyday Risk out of Your Interviews
Wednesday, April 21st, 2010
Sometimes, life just gets in the way of your next great hire. Flat tires, bad directions and spilled coffee can make promising candidates late for interviews. Even if the excuses are valid, the process nonetheless begins on an awkward note, and it’s tough to get past it – for you and your candidate. Something like traffic, essentially, can cost your company short- and long-term value. Remove these minor threats from your interviewing and hiring process, and you stack the cards in favor of you and your candidate, making merit the driving force behind your next hire.
The key to protecting your candidates from twists of fate isn’t complicated or expensive: all they need is a phone number to call. It’s strange that something so simple could be so powerful, but when you think about the hiccups that can derail an interview, they are profound. Just having someone to call can make all the difference.
Airline Hiring: Three Ways to Fix the Flight Attendant Recruiting Process
Thursday, April 1st, 2010
What makes the flight attendant talent market unique? Well, you have a large pool from which to recruit – for both entry level and experienced hires. And, demand is high for a relatively small number of positions, despite the fact that compensation is fairly low. As a result, every open req involves a large group of highly motivated candidates, some willing to chase up to 18 positions before finally getting an offer. For the airlines, this means having to sift through an enormous amount of candidate information and navigate slight differences in candidates in order to find the handful who will eventually be invited to don the uniform.
Needless to say, the opportunities to improve are substantial, and I would probably change just about everything. In fact, the integrated suite of KGTiger services was made for the flight attendant hiring challenge that the airlines face.
1. Lay of the land
Since the number of potential candidates – and those who actually apply – is so large, the value of developing targeted talent pools is significant. By narrowing the field to the most desirable applicants, the airlines could strip an enormous amount of waste out of the flight attendant recruiting and hiring process. With STREAM from KGTiger, the airlines could quickly cut through the masses to the candidates that are most important by turning large talent pools into small concentrations of the highest-value applicants.