Posts Tagged ‘outsourced recruiting’
Monday, May 17th, 2010
Over the past year and a half, a difficult economy has led to budget cuts, layoffs and a profound sense of uncertainty. These are not the conditions that lead to satisfied employees.
Morale has taken a hit in almost all businesses, and the lack of available positions has forced many to remain in place, even though they’d be thrilled to decamp for greener pastures. When a position does open up, the flood of resumes is daunting, and you still might not find a great fit for your position. The solution is not to use traditional recruiting methods. Instead, go out on the hunt for employees who are currently employed but are ready for a change.
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Tags: candidates, Corporate Recruiting, employee morale, employees, HRO, key employees, outsourced recruiting, recruiting, recruiting outsourcing, STREAM, talent, talent pools
Posted in Strategy | 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.
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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 »
Monday, May 10th, 2010
We all know what happens when you post a position on your company’s website or a job board. You receive thousands of resumes, most of them not worth your time. You spend hours sifting through all the applications to find the handful that matter to you, and you hope that at least one of them is exactly what you want. Meanwhile, there are plenty of employees out in the industry who you would love to hire – but they aren’t looking.
Sometimes, the best candidates are successful and happy at their current companies and aren’t looking for new jobs. But, a simple question can turn one into your next great hire. You just need to know who’s out there and how to reach them. Proactive candidate outreach can be a powerful force. At the same time, you secure top talent for your open req and create a hole in your competitor’s organization. Your company moves forward, and the competitor moves backward, creating a greater talent gap than merely hiring an excellent employee.
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Tags: BYTE, candidates, Corporate Recruiting, employees, HRO, job boards, job postings, jobs, outsourced recruiting, outsourcing, recruiting outsourcing, STREAM, talent, talent pool, talent pools
Posted in Process | No Comments »
Wednesday, May 5th, 2010
Compliance measures take time. You have no choice in the matter. Documents must be stored, checklists have to be reviewed and reports have to be prepared and filed. It’s the nature of the human resources environment today, and it comes with seemingly unavoidable cost. Most corporate recruiters do their best to streamline compliance processes, hoping that they can minimize a cost that comes with no identifiable return. At worst, they sometimes avoid recording or misreport required data. With this perspective, it’s inevitable that a good chunk of the average corporate recruiter’s time will be spent on activities that minimize risk but otherwise create no talent ROI for the company.
It doesn’t have to be this way. Outsource your compliance work – at least the rote, administrative aspects – and you can recapture more of your corporate recruiters’ time to invest in developing talent pools for future hiring needs, building relationships and collaborating with hiring managers and filling open positions.
The key is to partner with KGTiger’s BYTE team.
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Tags: BYTE, compliance, HR outsourcing, HRO, outsourced recruiting, outsourcing, recruiting, regulatory, regulatory compliance, ROI, talent, talent pool, talent pools
Posted in Process | 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.
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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 »
Thursday, April 29th, 2010
If you’ve heard it once, you’ve heard it a hundred times – You need another report? When? Admit it: the administrative side of corporate recruiting chews up your time and dilutes your effectiveness. Since close to 70 percent of your time is spent on tasks and not directly related to cultivating and securing talent, you’re clearly leaving value on the table. So, how do you get it back? Partner with KGTiger, and you can reclaim much of that time and put it to better use for your company. Here are four ways to use the KGTiger BYTE service to make your efforts more powerful within your organization.
1. Fill and manage your pipeline
It’s better to be recruiting before you need to hire. Instead of rushing to fill a req, work with KGTiger to develop a pipeline and cultivation process that will keep candidates “warm” until you’re ready to start hiring.
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Tags: BYTE, Corporate Recruiting, HR outsourcing, HRO, interviewing, operations, outsourced recruiting, talent, workload
Posted in Series Index | No Comments »
Wednesday, April 28th, 2010
LinkedIn is pretty much the premier social networking platform in the business world. In addition to calling it home for resumes and professional contacts, not to mention endorsements from clients past and present, LinkedIn offers plenty of job ads and postings – and makes it easier than ever for a job-seeker to reach a hiring manager or corporate recruiter directly. Of course, this could exacerbate one of the greatest challenges already faced by the world’s hiring infrastructure: over-communication.
This isn’t exactly a new theme on my blog – as it isn’t in the corporate recruiting profession. Twenty years ago, the profession looked nothing like it does now. With the advent of websites – and then websites dedicated to the job market and attracting millions of people – the number of resumes submitted for a single position surged. Then, social media took us through this same growth explosion again, compounding the communication that corporate recruiters and hiring managers receive from prospective employers.
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Tags: BYTE, Corporate Recruiting, HRO, InMail, job seeker premium account, LinkedIn, outsourced recruiting, outsourcing, recruiters, social media, social networking
Posted in Intelligence | No Comments »
Thursday, April 22nd, 2010
Most open reqs come with a known benchmark. If you’re interviewing to hire an engineer, a marketing exec or a human resources professional, you know what you’re looking for. Even as times change, the skills and competencies forthese positions evolve and are familiar to hiring managers. And there tends to be a pool of people with the characteristics that resemble the position description. Some positions, however, don’t offer an easy reference point. Today, it’s social media consultants. But we’ve seen it before. In the early 1990s, for example, there were many web-related positions that few understood.
When recruiting for emerging fields, you have to dig deeper into a position’s underlying skills and responsibilities, and the “how” becomes much more important. You can’t throw out certain well-known expressions and expect them to be recognized – or expect them mean to the candidate what they mean to you. It’s a tricky business … but not impossible. To help you out, here are four ways to help you master recruiting for emerging skills and positions.
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Tags: BYTE, Corporate Recruiting, emerging, HRO, human resources, key employees, outsourced recruiting, recruiting, recruiting outsourcing, ROI, social media
Posted in Strategy | 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.
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Tags: BYTE, candidates, Corporate Recruiting, hiring, hiring process, HRO, human resources, interviewing, outsourced recruiting, recruiting outsourcing
Posted in Process | No Comments »
The use of social media by corporate recruiters has surged … as the use of social media by everyone has surged. What’s interesting, however, is how recruiters are using these tools.