Posts Tagged ‘outsourcing’
Wednesday, December 22nd, 2010
I ran across an interesting article on the Harvard Business Review blogs, “Is HR Too Important to Be Left to HR?” It raises an interesting question, and one I’ve bumped into every now and then over the past three decades. Often, the HR department is perceived as weak or ineffective and discussion ensues over where the function should report – to the COO or CFO, for example. This has implications for the corporate recruiting team, of course, which tends to be located in the HR department.
So, how can a corporate recruiting team keep from being bolted onto a business unit that doesn’t understand it?
The key is to make your department as self-sufficient as possible – this will give your team the elbow room it needs and also show how the HR department as a whole can manage itself effectively.
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Tags: BYTE, Corporate Recruiting, HR, HR outsourcing, human resources, market research, outsourced recruiting, outsourcing, STREAM, talent market, talent pool, talent pools, TMR
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Monday, December 6th, 2010
IBM recently released its biennial Chief Human Resource Officer Study, providing great detail into the business challenges that HR departments are likely to face in the near future. The report itself is worth a read, but I want to focus on one area that is particularly important to corporate recruiters: efficiency.
Headcount is coming, and this will doubtless put a strain on recruiting departments that have been tasked to run unusually lean following the financial crisis and ensuing recession. According to the report, 34 percent of Chief HR Officers expect to see headcount increase in North America over the next three years, with a variety of international markets showing even more potential.
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Tags: Corporate Recruiting, employees, financial crisis, hiring in a recession, HR, human resources, outsourced recruiting, outsourcing, recession, recruiting outsourcing, ROI, STREAM
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Wednesday, November 24th, 2010
Every dollar in your corporate recruiting budget must be invested judiciously. After all, lean departments need to get as much out of their resources as possible, often having to stretch them to operate effectively. Fortunately, there are many ways to do this. KGTiger’s BYTE solution is designed to maximize corporate recruiting ROI.
Here are five of the ways you can use BYTE to magnify your department and your investment:
1. Cut administrative workload and costs: most corporate recruiters spend far too much time on low-value tasks that don’t make the best use of their skills or time. Use BYTE to handle these activities and reduce your cost and time to hire.
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Tags: BYTE, candidates, Corporate Recruiting, outsourced recruiting, outsourcing, recruiting outsourcing, ROI, time to hire
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Wednesday, November 10th, 2010
For 30 years or more, the situation in most corporate recruiting departments hasn’t changed: it feels like there’s a lot more work than people to do it. Always tasked to run lean, it can be tough to get more headcount, regardless of how badly you actually need it. Well, I have some news for you: you do have enough people on your corporate recruiting team. You just don’t have the right tools to support them … yet.
Corporate recruiting involves hefty amounts of administrative work – it’s the nature of the beast. But, this isn’t the best utilization of the professional staff in your organization. Every minute spent on administrative tasks – such as requesting employment-required data, report preparation or and making sure candidates have directions to interviews – is a waste of the skills and experience they have accumulated. And, these tasks can claim up to two thirds of their time.
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Tags: BYTE, Corporate Recruiting, outsourced recruiting, outsourcing, recruiting outsourcing
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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
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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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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
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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
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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
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Wednesday, July 21st, 2010
Yes, you read that correctly. It is possible to turn compliance into a competitive advantage. In fact, the notion that it isn’t possible is what can propel your company ahead of its peers.
To most organizations, regulatory compliance is pure cost. You don’t have a choice but to comply, and you seek to spend as little as possible in the process of doing so. The pressure to keep the price tag low, however, could cost you a significant return on your compliance investment.
Rather than treat HR compliance as unique, approach it as you would any other organizational development project. Of course, implement the measures necessary to satisfy the relevant regulatory bodies … but don’t stop there! Think about how you could use these new processes and controls to streamline your organization and improve service delivery to your hiring managers. Do this, and you could use your compliance investment to cut operating costs instead of increasing them. You might have to commit a bit more up front, but the payoff will be worth it.
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Tags: BYTE, compliance, HR, HR outsourcing, HRO, outsourcing, regulatory, regulatory compliance, ROI
Posted in Process | No Comments »
