Posts Tagged ‘recruiting outsourcing’
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 »
Monday, April 26th, 2010
Slogans are great, but they don’t reflect reality. Companies talk in superlatives, but in the real world, they have to act from a position of pragmatism. Do this properly, and it can actually become a competitive advantage. When sourcing, interviewing and hiring candidates, being too picky can cost you time, talent and even some skills and experience that you may not have expected. Narrow searches can exclude the interesting candidates who could inject new life into your company. Take a broad view, and your company may reap many unexpected rewards.
Here are five reasons why “close enough” really may be “best of all”:
1. You’ll recapture talent
Narrow search criteria can shrink talent pools unnecessarily, and the constraints can keep promising candidates out of your hiring process. An exact match may look good on paper, but people with related skills or who are from a different industry may bring ideas and perspectives not being used in your business. Fresh eyes yield fresh ideas, and this can put you ahead of the competition.
2. You’ll cut time to hire
Being picky, for some positions, can stretch out the time it takes to source, interview and extend offers. For position descriptions (and hiring managers) that won’t tolerate flexibility, this can add weeks or months to the hiring process, making it more expensive while deferring the ROI on your hire.
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Tags: candidates, compensation, Corporate Recruiting, HRO, human resources, outsourcing, recruiting outsourcing, ROI, STREAM, talent, talent pools
Posted in Series Index | 1 Comment »
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 »
Tuesday, April 20th, 2010
What do you do when your instincts conflict with your approach? No doubt, you’ve been in this spot before, when you have a great candidate on paper and through the interview process … but something just doesn’t seem right. The candidate feels somehow “off.” Maybe his answers are too perfect, or her responses to certain situations seem canned. Whatever the reason, you now need to choose between what you know and what you feel.
The choice is not an easy one. A seasoned professional’s instinct is shaped by knowledge and experience, and any ol’ pro knows that to ignore a nagging feeling that something’s amiss is to assume an incredible amount of risk. Nonetheless, corporate recruiters see the value in process. We realize that the structure and discipline is crucial to both handling large (and growing) resume and candidate numbers, providing a clear basis for candidate comparison and revealing important insights.
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Tags: Corporate Recruiting, interviewing, recruiting outsourcing, STREAM
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.
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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 »
Monday, March 29th, 2010
When a large, established company enters a developing market, it’s almost standard operating procedure to transplant an executive from an established economy. But, this approach works only rarely. Local talent is always a better alternative, but back at headquarters, it’s hard to shake the anxiety of trusting a new venture to an unknown quantity. The risk becomes easier to accept, though, if you understand the local talent market.
It’s hard not to give in to the temptation to do what everyone else has always done: in this case, send a major market leader to a foreign land. But, you can overcome this urge by gaining some on-the-ground intelligence to fuel a true local market talent search. Information makes a difference – you don’t have options until you know what they are.
KGTiger’s TMR service provides what has been missing from emerging market entry strategies. Our research team examines emerging market talent conditions to identify the factors most important to your efforts. We can identify skills shortfalls or surpluses, key capabilities, and the risks you will face when trying to assemble a leadership and delivery team.
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Tags: Corporate Recruiting, economy, emerging markets, executive search, HRO, human resources, market entry, market research, new market entry, outsourcing, recruiting outsourcing, talent, talent acquisition, talent management, talent market, TMR
Posted in Strategy | No Comments »
Tuesday, March 23rd, 2010
It’s still a bit early to tell, but it looks like the economy is finding its legs. As this trend continues, businesses will become more comfortable making larger strategic investments. The game-changing initiatives that get the green light are likely to have talent implications, and corporate recruiters should be ready for a new kind of action.
The momentum that comes with a turn in the economy can have a slingshot effect for companies that plan well. Making the right decisions now – and executing them effectively – can magnify ROI down the road. Every aspect of strategy execution has this potential, including corporate recruiting. But, before you rush out to assemble talent pools, you’ll want to get a feel for the new talent markets you are about to enter. Whether it’s for a product line or region, you should know the challenges and opportunities that await you.
KGTiger’s TMR service provides one thing: answers. As you’re preparing to recruit into the unknown, the risks begin to become apparent quickly, and the most daunting is the belief that there are “unknown unknowns” waiting to trip up your imminent strategic hiring program. Detailed talent market research reports from TMR can take much of the guesswork out of your riskiest, highest-potential and most important business initiatives. With TMR you can drive business decisions based on what you know – instead of what you think!
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Tags: Corporate Recruiting, economy, HR, HR outsourcing, HRO, human resources, market entry, market research, new market entry, outsourced recruiting, outsourcing, product launch, recruiting outsourcing, research, risk management, ROI, talent, talent acquisition, talent market, talent pools, TMR
Posted in News, Strategy | No Comments »
Monday, March 22nd, 2010
I’ve been told by hiring managers over and over again, “I have so many good candidates I can now invest my time and energy selecting the best of the best and leave little to chance or desperation.” If only it were that easy …
The truth is that candidates can arise and disappear quickly and easily, and if you get too comfortable with the talent pool at your disposal now, you could wind up with an unpleasant surprise later. Remember: recruiting is ongoing. You want to make sure that you have a rich talent pool available at all times in order to shorten the time it takes to get from an approved req to new hire orientation.
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Tags: BYTE, Corporate Recruiting, hiring managers, outsourcing, recruiting outsourcing, talent, talent market
Posted in Process | 1 Comment »
Wednesday, March 17th, 2010
Corporate recruiters haven’t had to worry too much about the availability of talent for a while. Even with the unemployment rate in the United States down to 9.7 percent, there is still plenty of talent on the market. In addition to those who have been laid off, there are “survivors” struggling with increased pressure and heavier workloads who are on the lookout for new opportunities.
Investing in talent pools can be a difficult sell. If you aren’t a corporate recruiter, it’s easy to be seduced by the notion that “more is better” and that only the availability of talent is important. Few understand that an abundance of resumes can obscure the few that you want to see. Beyond securing the horsepower to sift through the administrative tasks associated with this market condition, you need a way to improve where you hunt for talent and how you narrow the results into a short list of candidates that makes the best use of the limited time that you and your hiring manager have.
When you engage the CFO, the case again calls for both cost and ROI benefits.
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Tags: CFO, hiring managers, HR, HRO, human resoruces, outsourced recruiting, outsourcing, recruiting outsourcing, ROI, STREAM, talent market, talent pools, Talking Talent
Posted in Strategy | 1 Comment »
