Posts Tagged ‘talent’
Wednesday, December 29th, 2010
Ever since the global financial crisis of 2008, unemployment and under-employment have been high, leaving plenty of talent available for corporate recruiters eager to fill open reqs. There are many solid candidates looking for work, and it generally has been an employers’ market. But, signs are emerging to suggest that this isn’t the case universally. Some sectors, such as the tech market, are actually experiencing talent crunches. Even if you have plenty of candidate choices at your disposal now, this could change quickly, and you need to be prepared.
Unemployment, on a broad scale, actually says very little about the talent market that’s relevant to you. Several factors influence available talent, and these are what matters most to your corporate recruiting team. On the list are:
(more…)
Tags: financial crisis, market research, talent, talent market, TMR, unemployment
Posted in Strategy | No Comments »
Wednesday, December 1st, 2010
Passive candidates can be difficult to lure away from their existing positions, especially with volatility persisting in the job market. But, that doesn’t mean you can’t reach them. Instead of pursuing passive candidates solely on their competencies and experience, refine your targeting to include how frustrated they are. Provide a solution to these challenges, and you gain a strong negotiating tool for attracting talent.
Employees, as a rule, don’t like to leave their jobs. A recent article in Business Insider observes:
How would you feel if someone called you a “quitter”? My guess is – not good. You might feel hurt, guilty or upset. You almost certainly wouldn’t feel proud of yourself.
People put enormous pressure on themselves to succeed, and it can be difficult to overcome this, even when the reality doesn’t square with self-perception. So, to attract a frustrated passive candidate, you need to include a mechanism for helping him or her get past this.
(more…)
Tags: BYTE, candidates, interviewing, job market, talent, talent acquisition, talent management
Posted in Strategy | 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:
(more…)
Tags: candidates, market research, ROI, STREAM, talent, talent market, talent pool, talent pools, unemployment
Posted in Intelligence | No Comments »
Monday, November 8th, 2010
It’s natural to want to promote from within. Your current employees know your business well, contribute great ideas and use career paths as motivation to perform at high levels. All of this adds up to significant benefits for your company. But, it helps to have some fresh faces, too. This is where you gain access to the best ideas your competitors have – not to mention practices from other industries that you could adopt to gain a competitive advantage.
Mixing in talent from outside your company certainly comes with an upside, but it can be difficult to make the move sometimes, particularly if your current employees are interested in the positions you’re trying to fill. It’s tempting to go with internal candidates first, but you should resist the urge and take a closer look at the broader talent market landscape before making final decisions. Take the time to fully understand the implications of excluding external talent and focusing on hiring from within.
(more…)
Tags: candidates, market research, talent, talent market, TMR
Posted in Strategy | 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!
(more…)
Tags: candidates, economy, job market, STREAM, talent, talent market, talent pools, unemployment
Posted in Process | No Comments »
Wednesday, September 8th, 2010
Businesses need more help these days, but they realize they don’t have to pay for it. It looks as though this year’s crop of college graduates will have an easier time finding jobs, as recruiting is on the rise for the first time since 2008, but salaries remain under pressure for these first-time entrants to the professional workforce.
The National Association of Colleges and Employers notes that recruiting fell 22 percent from 2008 to 2009. While this year’s increase of 5.3 percent makes up little ground, it’s nonetheless a step in the right direction.
For corporate recruiters, the campus recruiting challenges on the horizon are interesting. They will have to hire more people than they did last year, cope with a number of resume submissions per open req that is still high and convince candidates to take positions that pay lower than may be expected. Even with those who are new to the workforce, this may not be easy.
(more…)
Tags: BYTE, campus recruiting, candidates, hiring managers, job market, recruiting, talent
Posted in Process | No Comments »
Monday, September 6th, 2010
In an employment market like the one around us today, your hiring managers may tend to find passive candidates far more appealing. After rounds of layoffs and pay cuts, those who have held their ground are usually among the best at what they do. So, when the reqs start to open up, corporate recruiters are looking to seize talent from their competitors: they want a competitive edge. If you’re out on the prowl for passive candidates, however, you need to be ready for a unique set of challenges.
The obvious, of course, is that passive candidates aren’t looking. You need to find them, entice them and sell them on your opening. You need to make it clear that it’s worth their time to engage with you and that the upside related to doing so is profound. Further, the experience needs to be tailored to someone who knows that you’re the party that wants something.
(more…)
Tags: candidates, hiring managers, job market, STREAM, talent, talent acquisition
Posted in Strategy | 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.
(more…)
Tags: Corporate Recruiting, outsourced recruiting, outsourcing, recruiting outsourcing, ROI, talent, talent market, TMR, unemployment
Posted in Strategy | No Comments »
Monday, August 2nd, 2010
The top talent is always tempting. Everyone wants an all star, even if it requires paying a premium. These are the employees that could change your company’s standing in the marketplace, and everyone will take notice. When you think of what it takes to construct a great team, though, you quickly realize it takes more than the superstars. Almost as important is having a strong “B team.” These are the employees who will perform consistently and solidly. They may not bring in big accounts all the time, develop transformational products or procedures or score top ratings at every review, but they are the employees who keep your day-to-day operation running smoothly.
Unfortunately, most resume screening and recruiting procedures are solely focused on bringing the best: the best schools, best performances and best experience. Little room is left for the next tier – still very good but not game-changing. Make some room for this category of employee in your recruiting processes, and you could snatch up talent that will change your organization in ways your competitors won’t notice right away.
(more…)
Tags: BYTE, candidates, employees, resumes, talent
Posted in Strategy | No Comments »
Monday, July 5th, 2010
Employees are becoming more comfortable with the idea of switching jobs. At the peak of the recession, workforce aversion to personal risk was high, especially as unemployment pierced the double-digit threshold. Now that conditions have calmed, and many believe a recovery is in progress, many employees are likely to seek greener pastures, especially if they can secure more income, flexibility or other perks in the process.
This presents both risk and opportunity. Talent availability is poised to spike, as top players look for ways to recoup missed promotions and raises that were rendered impossible by the after-effects of the financial crisis. At the same time, there’s increased likelihood that your own company’s talent will head for the door.
(more…)
Tags: candidates, financial crisis, HR, human resources, recession, STREAM, talent, talent market, talent pools, unemployment
Posted in Intelligence | No Comments »
