Posts Tagged ‘hiring’
Wednesday, June 2nd, 2010
For many, the hardest part of the interviewing process is the uncertainty. Candidates are on the brink of life-changing decisions when they are interviewing with your organization. So, while you don’t like getting those phone calls and e-mails asking about where they are in the process, keep in mind the anxiety they are feeling. Overall, this is an expected dynamic, but it’s one that nobody has really invested in fixing.
Though this has always been an issue, a recent move by the federal government has brought a fresh perspective. A Presidential order has been issued to reform the hiring process used by the federal government in an effort to reduce time to hire, change the application process to allow resumes and eliminate application essays. These and many other changes will have to be addressed by November 1, 2010. One of the most interesting developments, though, will be the notification of candidates as to where they are in the recruiting process.
(more…)
Tags: application, BYTE, candidates, Corporate Recruiting, federal government, government, hiring, interviewing, recruiting, time to hire, USAJOBS
Posted in Process | No Comments »
Wednesday, May 12th, 2010
According to the National Venture Capital Association, VC-backed companies are creating jobs at an impressive rate – which has significant implications for corporate recruiters. Look for your plate to fill up with reqs needing high-impact candidates, and be prepared to compete in a talent marketplace that may outpace your company’s ability to attract and close the most capable candidates!
The NVCA, through a study it completed with StartupHire.com, announced that more than 13,000 positions were posted as open (on StartUpHire) in the first quarter of 2010, a 16 percent increase from the end of 2009. VC purse strings are starting to loosen, which means the job market is starting to get the fuel it needs for growth. For corporate recruiters, the implications are obvious: positions will need to be filled.
(more…)
Tags: clean technology, cleantech, employees, hiring, information technology, interviewing, job market, life sciences, National Venture Capital Association, NVCA, outsourced recruiting, StartupHire, STREAM, talent market, talent pools, venture capital
Posted in News | No Comments »
Thursday, May 6th, 2010
An increase in demand for a particular skill set or competency means that any opportunity for a competitive advantage is lost. You and your competitors wind up chasing the same superstars, losing time and employee productivity while paying more for critical talent than you need to. This is economics 101. Demand increases, and it carries prices with it. Now, if you could make the right hires before the market is looking, you could preserve budget, hire faster and put more distance between you and the competition. To do this, you need to think ahead.
Watch market conditions. Get a sense for when an opportunity is brewing that can affect your entire industry. Then, when it looks promising, start to develop your talent pools. Begin talking to top industry talent, whether they are actively considering a job change or telling you they are happy in their current positions. You’re getting a feel for the market while other corporate recruiters are spending their time talking to applicants to job postings. Then, when the business need and approvals come in, you can quickly turn from recruiting to hiring … while your competitors are still looking for talent pools and deciding who to talk to.
(more…)
Tags: competitive advantage, Corporate Recruiting, employee productivity, hiring, outsourcing, STREAM, talent pools
Posted in Strategy | No Comments »
Tuesday, May 4th, 2010
You are sitting on a wealth of recruiting and competitive intelligence. But, if you’re like most recruiters, though, you’ll never have the opportunity to use it. The prevailing pattern of behavior is myopic and costly. Recruiters focus on filling the req. And when the task is completed, they move on to the next one. There’s little time put aside for learning the many lessons that can be gleaned from filling each position.
This situation is understandable. Corporate recruiters simply don’t have enough time to learn. Heavy administrative burdens, lean departments and demanding workloads mean that they always have to be focused on the task at hand and they never get the chance to become more efficient (or effective). The situation is made even more frustrating by the information that’s already sitting in your company, waiting to be accessed.
(more…)
Tags: administrative support, BYTE, competitive intelligence, hiring, hiring managers, HR outsourcing, HRO, Intelligence, market conditions, outsourced recruiting, outsourcing, recruiters, talent
Posted in Process | No Comments »
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.
(more…)
Tags: BYTE, candidates, Corporate Recruiting, hiring, hiring process, HRO, human resources, interviewing, outsourced recruiting, recruiting outsourcing
Posted in Process | No Comments »
Thursday, April 15th, 2010
As the employment market flirts with recovery, look for entry-level positions in the financial services industry to show plenty of potential. This summer, new hires for these junior positions are expected to surge between 20 percent and 50 percent relative to the same period last year. Even if this is based on the depressed employment levels of 2009, it is nonetheless an impressive growth rate – and one that will put a considerable strain on corporate recruiters in the financial business.
This summer, look for the convergence of two powerful forces in the financial services industry. One, of course, is the need to hire aggressively. On the other side of the equation, though, is a market still bearing the weight of a 9.7 percent unemployment rate. Even though 162,000 jobs were created in March, it wasn’t enough to offset the effects of the financial crisis that struck in September 2008 … particularly the 400,000 positions shed in the financial services industry (including insurance) alone.
(more…)
Tags: BYTE, candidates, financial services, financial services industry, hiring, HR outsourcing, HRO, insurance, insurance industry, interviewing, outsourced recruiting, outsourcing, recruiting outsourcing, resumes, talent, talent market, talent pools, unemployment, unemployment rate
Posted in News | No Comments »
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.
(more…)
Tags: airlines, BYTE, candidates, Corporate Recruiting, flight attendants, hiring, hiring managers, hiring process, recruiting, STREAM, talent market, talent pools, TMR
Posted in Process | No Comments »
Tuesday, March 2nd, 2010
Accounting, consulting and law firms tend to hire talent when the need is pressing. In fact, this is a common practice among all professional services firms. Only when the market has clearly recovered will they begin to add headcount. As client work rolls in, they rush to find talent, bring it in the door, often pushing them out to client projects very quickly. In a people-intensive business, you can’t have well-compensated professionals sitting on the bench for too long.
Unfortunately, the delay in hiring leaves corporate recruiters at professional services firms with incredible workloads to be completed in short periods of time. Any delay, in this scenario, translates to lost billable hours, making the impact of this approach to corporate recruiting (i.e., doing it at the last minute) all too real. Failing to fill a req quickly means lost revenue … and probably a net gain for the competition.
(more…)
Tags: business cycle, consulting, Corporate Recruiting, hiring, hiring managers, HR, HR outsourcing, HRO, outsourced recruiting, outsourcing, professional services, recruiting outsourcing, STREAM, talent acquisition, talent market, talent pools
Posted in Intelligence | No Comments »
