Posts Tagged ‘outsourcing’
Monday, July 19th, 2010
It’s hard to be the new sheriff in town. The existing employees have their processes and habits. And when there’s a change at the top, they naturally cling to what they know. For a new head of corporate recruiting, the challenge is twofold: (a) getting the staff to accept you as the new boss and (b) implementing the changes that will make your operation more efficient.
You can accomplish both by implementing measures that increase efficiency, help recruiters manage workload and generally improve the work environment. Change is good … at least when the results are fast, painless and clear.
No pressure, right?!
KGTiger’s BYTE service is exactly what you need to affect meaningful change that will resonate with both company executives and corporate recruiters. Our team uses economies of scale and carefully designed processes to lower the cost of the administrative aspects of corporate recruiting while accelerating the results.
Consequently, your corporate recruiters will have more time to spend on the activities that define their profession – e.g., partnering with hiring managers and interviewing top candidates. With this extra elbow room, they’re able to deliver higher quality hires, not to mention salient and tangible value to your organization.
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Tags: BYTE, candidates, Corporate Recruiting, HR outsourcing, HRO, operations, outsourced recruiting, outsourcing, ROI
Posted in Strategy | No Comments »
Monday, July 12th, 2010
It’s always tough to get the green light to hire corporate recruiters. After all, HR tends to be seen as a support function, and companies usually want to keep it lean. The effort to add to staff becomes even harder when you consider the rhythm of the corporate recruiting cycle: in theory, your department should be the first to hire. Instead of waiting and scrambling, there’s a way to get out in front of the hiring process for the rest of your company without having to hire additional corporate recruiters.
When it’s time to hire aggressively, the corporate recruiting department needs to be ready. Demand for your services is set to spike. So, how do you handle this? The natural response is to add to the staff, but this can be difficult: you’d need to ramp up before anyone else. Getting the approval to hire based on forecasts, especially for a segment of the HR department, isn’t easy. The alternative, it seems, is to wait until your team is severely overworked and wind up adding yet another open req to fill.
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Tags: BYTE, Corporate Recruiting, HR, HR outsourcing, HRO, human resources, outsourcing
Posted in Strategy | No Comments »
Wednesday, June 16th, 2010
As you meet with promising candidates, consider whether they have access to other people who may also have competencies your organization values and seeks. Ask for referrals and personal introductions. Even if these people aren’t actively looking, you’ll be top of mind when they start. Also, you may be able to lure them over to your organization before they decide to look actively.
Using your professional relationship with candidates to access to a broader network of talent can help you:
- Develop talent pools for future use
- Gain market intelligence
- Determine which desirable resources are working for your competitors
- Gauge working conditions and morale elsewhere in the market
- Fill positions faster as they open up
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Tags: candidates, HR outsourcing, HRO, human resources, outsourcing, recruiting outsourcing, STREAM, talent, talent pools
Posted in Intelligence, Strategy | No Comments »
Monday, June 14th, 2010
Increased competition, endless streams of resumes and applications and an economy that is intent on vacillating between bubble and bust has made the corporate recruiter’s career anything but predictable. Expect change to be constant and vexing … unless you have a taste for excitement and opportunity. Dislocated markets obliterate level playing fields, creating an opportunity for the savvy and aggressive to pull ahead of the pack.
We’re in one of those periods now. We’ve undergone several structural upheavals to the talent market and recruiting sector over the past 15 or so years, and nothing will ever be the same. To succeed, the corporate recruiting department needs to shift its thinking from tactical execution to strategic planning and positioning. The administrative and rote work needs to be sent out of the office, to an operation such as our BYTE service, while you retool your recruiting operation for maximum impact. To help you out, here’s a checklist for you to use in transforming your corporate recruiting department into a strategic powerhouse.
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Tags: bubble, BYTE, Corporate Recruiting, HR outsourcing, HRO, human resources, outsourced recruiting, outsourcing, recruiting outsourcing, talent market
Posted in Process | No Comments »
Wednesday, June 9th, 2010
The fact that corporate recruiters are still doing business the way they did 30 years ago almost makes it seem like the market developments that have occurred since then will be rolled back. Why else wouldn’t the profession mature alongside the rest of the business world? The only rational explanation – if you can call it that – is that:
- The recruiting profession as a whole expects the number of resumes submitted for each open req to fall from thousands back to dozens
- Job boards, social media outlets and other online tools will fade from job-seeker consciousness
- Unemployment will never return to the extremes (less than 2 percent and more than 9 percent), taking all that pesky volatility out of the talent market
- The broader business community won’t continue to be as competitive as it is, making the war for talent little more than gentlemanly undertaking
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Tags: Corporate Recruiting, HR outsourcing, HRO, human resources, job boards, operations, outsourcing, STREAM, talent, talent pools, unemployment
Posted in Transformation | 1 Comment »
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 »
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.
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Tags: competitive advantage, Corporate Recruiting, employee productivity, hiring, outsourcing, STREAM, talent pools
Posted in Strategy | 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 »
