Posts Tagged ‘talent market’
Wednesday, February 16th, 2011
Thanks to all the job boards and other search channels now available, candidates are casting wider nets than ever before. They are pushing cover letters and resumes at an incredible rate, often applying for dozens of positions a day or more. In the process, they are making mistakes … annoying mistakes. Spelling and grammar have become casualties, and it seems no original thought is being put into resumes or cover letters. In addition to bothering corporate recruiters, it also impedes the candidate screening process, which slows down the hiring process.
You wouldn’t want to bring candidates in who are careless and inattentive to detail, but you still have to sift through error-ridden resumes to find the candidates you want. This isn’t just time wasted on every resume you’re not going to use; it leads to increased frustration that will affect your overall performance. Instead of letting these problems get in the way, it’s more effective to implement a strategy that changes the process entirely and helps you remain as productive as possible. (more…)
Tags: BYTE, employees, hiring, hiring managers, HR outsourcing, human resources, interviewing, job market, optimizing recruiting, outsourced recruiting, talent market
Posted in Strategy | No Comments »
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:
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Tags: financial crisis, market research, talent, talent market, TMR, unemployment
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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 »
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
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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.
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Tags: candidates, market research, talent, talent market, TMR
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Monday, November 1st, 2010
When you enter a new market or geographic region, you need to ready yourself for differences. The corporate recruiting practices that have served you well may not translate to the new challenges before you. Instead of trying to make a square peg fit into a round hole, plan ahead. Understand the unique recruiting environment you’re about to enter, and you’ll drive much better results.
Not all recruiting environments are the same. Industries, regions and lines of business have their own norms, and failing to become aware of them can frustrate the efforts of even the most experienced and effective corporate recruiters. When you need high-impact talent quickly, early missteps can have enduring consequences. Competitive advantage, future revenues and long-term market share are at stake. Are you ready to sacrifice them because you’re planning to recruit the way you always have?
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Tags: Corporate Recruiting, market research, new market entry, talent market, TMR
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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
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Wednesday, September 29th, 2010
Since the financial crisis of September 2008, much has changed. Entire industries have changed, likely for decades, and the notion that a recovery can absorb all the employees dislocated by the recession holds no credibility. Many are being forced into career changes, and unemployment and under-employment remain rampant. As a result, all the rules of corporate recruiting are changing, whether we like it or not.
What constitutes a good candidate, how passive job-seekers are best approached and whether your recruiting expectations are even reasonable … all of this has to be revisited. In general, it’s time to take a fresh look at the talent markets in which you operate to understand how they have changed and to determine which approaches will be most effective going forward. In order to gain this level of insight, you’ll need to conduct some rigorous talent market research … which few companies have the time, resources or inclination to do on their own.
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Tags: economy, financial crisis, market research, recession, talent acquisition, talent market, TMR
Posted in Intelligence | No Comments »
