Posts Tagged ‘STREAM’
Monday, December 27th, 2010
Buyer’s remorse is always a risk. The recruiting process doesn’t end with new-hire orientation. Rather, you need to make sure that the first few months are enjoyable and fulfilling for a new employee. Otherwise, you may find yourself scrambling to fill the same req all over again. To help you with new hire retention, you need to make sure you’re hiring the right people to begin with, and that starts with your talent pool.
The early comfort and success of a new employee is directly related to his or her fit for the position you’re trying to fill. If you rush to complete the process or decide to settle for “close enough,” you may not have to worry about long-term problems: the employee may decide to start looking for a new job again before your worst fears can come true.
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Tags: candidates, hiring, STREAM, talent pool, talent pools
Posted in Strategy | No Comments »
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
Posted in Strategy | No Comments »
Wednesday, December 15th, 2010
Corporate recruiting involves a significant amount of marketing. While there may be plenty of demand for your open reqs, you might not be interested in the candidates submitting applications. This is where the marketing aspect of recruiting comes into play: you need to identify the right talent pools, strategically position your employment brand, market your open positions to them, and get them excited about the prospect of coming to work for your company. For passive candidates, this can be rather difficult, as you’re asking them to sacrifice a known quantity in what is a high-risk job market.
So, stop thinking like a corporate recruiter for a bit, and get into the mindset of those marketing folks down the hall.
This process starts with identifying your target talent market. Instead of talking to the masses and hoping the right people hear you, zero in on the specific candidates who matter most. Define your criteria, and work with KGTiger’s STREAM solution to develop talent pools consisting of the candidates who fit your position description closely. This is the best way to identify the passive candidates with the greatest potential for your organization.
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Tags: Corporate Recruiting, STREAM, talent pool, talent pools
Posted in Process | No Comments »
Monday, December 13th, 2010
Another year is almost finished, and we’re looking forward to the fresh potential of 2011. It’s been rocky for a while: 2008 ended on a dismal note, and 2009 was fraught with uncertainty. Despite signs of promise this past year, high unemployment rates led to many corporate recruiting challenges, from getting open reqs approved to wading through a flood of resumes for each open position in hopes of finding the ideal fits for your organization.
Yeah, it’s been tough.
Fortunately, 2011 will be better. How do I know this? Well, that’s easy: you’re going to make it better. And, that starts with three corporate recruiting resolutions for the coming new year.
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Tags: BYTE, ROI, STREAM, TMR, unemployment, unemployment rate
Posted in Strategy | No Comments »
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 »
Monday, November 22nd, 2010
With all the sourcing channels now open to corporate recruiters, it’s easy to get overwhelmed. Should you stick to job boards? Or, is LinkedIn the way to go. What about Facebook? Much of the corporate recruiting buzz over the past few years has been about new places to go to fill open reqs … but chatter on what the best places are has been in short supply.
Given the effects of the recession on the talent market, sourcing excellent candidates isn’t as easy as it used to be, making it crucial that you invest your limited time sourcing from the talent pools with the highest potential.
The hardest part of filling an open req in this market isn’t generating interest: there’s already plenty. Candidates are becoming more sophisticated in how they execute and manage their job searches, so you can rest assured that they’ll find you. The challenge before you, therefore, is to make sure you have access to the best candidates available. Rather than merely promoting your positions, you need to search proactively for the talent you want.
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Tags: candidates, Facebook, LinkedIn, recession, STREAM, talent market
Posted in Process | No Comments »
Monday, November 15th, 2010
With unemployment still high because of two years of austerity, it’s safe to assume that the talent working for the competition is pretty high-caliber. Also, they’ve endured difficult working conditions – as everyone has – because of recession-driven cuts. As you begin to hire, each open req represents a new, better opportunity to pick up a high-powered employee who is currently working against your company. Lure this talent away, and you double the competitive advantage of a great hire relative to a particular competitor.
It isn’t easy. Even those who want greener pastures are risk-averse and may be reluctant to give up what they know. So, bringing these passive candidates into your organization will require some savvy recruiting. Let’s take a look at five ways you can win them over:
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Tags: candidates, market research, ROI, STREAM, talent, talent market, talent pool, talent pools, unemployment
Posted in Intelligence | No Comments »
Monday, October 18th, 2010
Finding qualified candidates in this job market can be an absolute nightmare. Unemployment is high, and even those who are working aren’t happy. The economic climate has strained everybody, but there are still opportunities out there worth pursuing. So, when a position does become available, thousands of people flock to it, creating an almost insurmountable challenge for corporate recruiters. Time- and cost-to-hire escalate, and many great candidates are missed.
There has to be a better way!
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Tags: candidates, economy, job market, STREAM, talent, talent market, talent pools, unemployment
Posted in Process | No Comments »
Monday, October 11th, 2010
Prospective employees care about where they work. Even in today’s constrained job market, a tainted image can cost you a great hire. A weak brand tends to be perceived as a sign of risk, and nobody wants to leave the comfort of steady employment for an environment that could be unstable or unfulfilling. When you enter the talent market, consequently, you need to make sure your company’s brand is in order. Your candidates will be watching.
There are many factors that could cause a candidate to react negatively to your brand. If your business has been beat up in the press, endured a precipitous decline in stock price or lost a few key clients or employees to competitors, for example, candidates will notice … especially passive candidates. This puts you in the position of having to sell your company to the most desirable potential employees, explain your company’s plans to overcome recent challenges and demonstrate your potential for the future. Essentially, you wind up having to convince a candidate that your company is worth joining.
This is no way to recruit!
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Tags: brand, candidates, job market, STREAM, talent market, talent pools
Posted in Strategy | No Comments »
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
Posted in Strategy | No Comments »
