Posts Tagged ‘recruiting outsourcing’
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
Posted in Strategy | No Comments »
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
Posted in Strategy | No Comments »
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
Posted in Process | No Comments »
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
Posted in Process | No Comments »
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
Posted in Strategy | No Comments »
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
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 »
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 »
