Posts Tagged ‘talent’
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
(more…)
Tags: candidates, HR outsourcing, HRO, human resources, outsourcing, recruiting outsourcing, STREAM, talent, talent pools
Posted in Intelligence, Strategy | No Comments »
Wednesday, June 9th, 2010
The fact that corporate recruiters are still doing business the way they did 30 years ago almost makes it seem like the market developments that have occurred since then will be rolled back. Why else wouldn’t the profession mature alongside the rest of the business world? The only rational explanation – if you can call it that – is that:
- The recruiting profession as a whole expects the number of resumes submitted for each open req to fall from thousands back to dozens
- Job boards, social media outlets and other online tools will fade from job-seeker consciousness
- Unemployment will never return to the extremes (less than 2 percent and more than 9 percent), taking all that pesky volatility out of the talent market
- The broader business community won’t continue to be as competitive as it is, making the war for talent little more than gentlemanly undertaking
(more…)
Tags: Corporate Recruiting, HR outsourcing, HRO, human resources, job boards, operations, outsourcing, STREAM, talent, talent pools, unemployment
Posted in Transformation | 1 Comment »
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.
(more…)
Tags: candidates, Corporate Recruiting, employee morale, employees, HRO, key employees, outsourced recruiting, recruiting, recruiting outsourcing, STREAM, talent, talent pools
Posted in Strategy | No Comments »
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.
(more…)
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 »
Wednesday, May 5th, 2010
Compliance measures take time. You have no choice in the matter. Documents must be stored, checklists have to be reviewed and reports have to be prepared and filed. It’s the nature of the human resources environment today, and it comes with seemingly unavoidable cost. Most corporate recruiters do their best to streamline compliance processes, hoping that they can minimize a cost that comes with no identifiable return. At worst, they sometimes avoid recording or misreport required data. With this perspective, it’s inevitable that a good chunk of the average corporate recruiter’s time will be spent on activities that minimize risk but otherwise create no talent ROI for the company.
It doesn’t have to be this way. Outsource your compliance work – at least the rote, administrative aspects – and you can recapture more of your corporate recruiters’ time to invest in developing talent pools for future hiring needs, building relationships and collaborating with hiring managers and filling open positions.
The key is to partner with KGTiger’s BYTE team.
(more…)
Tags: BYTE, compliance, HR outsourcing, HRO, outsourced recruiting, outsourcing, recruiting, regulatory, regulatory compliance, ROI, talent, talent pool, talent pools
Posted in Process | No Comments »
Tuesday, May 4th, 2010
You are sitting on a wealth of recruiting and competitive intelligence. But, if you’re like most recruiters, though, you’ll never have the opportunity to use it. The prevailing pattern of behavior is myopic and costly. Recruiters focus on filling the req. And when the task is completed, they move on to the next one. There’s little time put aside for learning the many lessons that can be gleaned from filling each position.
This situation is understandable. Corporate recruiters simply don’t have enough time to learn. Heavy administrative burdens, lean departments and demanding workloads mean that they always have to be focused on the task at hand and they never get the chance to become more efficient (or effective). The situation is made even more frustrating by the information that’s already sitting in your company, waiting to be accessed.
(more…)
Tags: administrative support, BYTE, competitive intelligence, hiring, hiring managers, HR outsourcing, HRO, Intelligence, market conditions, outsourced recruiting, outsourcing, recruiters, talent
Posted in Process | No Comments »
Thursday, April 29th, 2010
If you’ve heard it once, you’ve heard it a hundred times – You need another report? When? Admit it: the administrative side of corporate recruiting chews up your time and dilutes your effectiveness. Since close to 70 percent of your time is spent on tasks and not directly related to cultivating and securing talent, you’re clearly leaving value on the table. So, how do you get it back? Partner with KGTiger, and you can reclaim much of that time and put it to better use for your company. Here are four ways to use the KGTiger BYTE service to make your efforts more powerful within your organization.
1. Fill and manage your pipeline
It’s better to be recruiting before you need to hire. Instead of rushing to fill a req, work with KGTiger to develop a pipeline and cultivation process that will keep candidates “warm” until you’re ready to start hiring.
(more…)
Tags: BYTE, Corporate Recruiting, HR outsourcing, HRO, interviewing, operations, outsourced recruiting, talent, workload
Posted in Series Index | 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.
(more…)
Tags: candidates, compensation, Corporate Recruiting, HRO, human resources, outsourcing, recruiting outsourcing, ROI, STREAM, talent, talent pools
Posted in Series Index | 1 Comment »
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.
(more…)
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 »
Wednesday, April 7th, 2010
Social media users who have a specific objective in mind – from selling a product to landing a new job – are often exhorted to be “authentic.” The goal is to convey “the real you,” which often becomes a synthetic task, ironically. So, your job is to (a) identify real authenticity, particularly in regards to relationships, and (b) sift through faux authenticity to get a real sense of the prospective candidate.
Judging a social media user by the company he or she keeps can be deceiving. Skip who the person is following on Twitter – that’s a unidirectional relationship that doesn’t speak to connections. Instead, look at who’s following the prospective candidate to get a sense of the value of the content he or she provides. Also, look for depth in LinkedIn and Facebook relationships. Is the social media user merely collecting high-profile reciprocal relationships or if feedback and interaction are indicative of an actual connection? If the posting is one way, from the person you’re watching, the relationship probably isn’t genuine.
Some social media users will invest in “getting on the radar” of important personalities in their industry, which can make it harder for you to find out if the connections are authentic. At this point, it makes sense to get in touch with us about our STREAM service. Legitimate social media relationships take on the appearance and characteristics of talent pools, which our team specializes in locating, evaluating and cultivating. Our team will use social media cues to find rich sources of talent and delve into the details to identify the concentrations of likely candidates that are most likely to benefit your company.
(more…)
Tags: Corporate Recruiting, LinkedIn, recruiting, social media, Social Media Strategy, social networking, STREAM, talent, talent market, talent pools
Posted in Strategy | No Comments »
