Posts Tagged ‘TMR’
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
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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
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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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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
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Monday, September 13th, 2010
From the time you receive authorization to fill a req through new-hire orientation, there’s a lot that can go wrong. The entire corporate recruiting supply chain is fraught with risk – there are so many reasons why a position can remain vacant for a long time, costing your company ROI every day. To preserve your company’s upside, you need to be able to identify these risks up front and take steps to mitigate them. If you succeed, you’ll accelerate the returns associated with every new employee.
Think about every step involved in filling an open req. There is sourcing, screening, interviewing, reference and background checking, negotiating and finally bringing the candidate in the door for the first day as a new employee of your company. You could run into problems at each of these points, from looking in the wrong talent pools to having a breakdown of communication that causes a person who has accepted an offer not to follow through and arrive the first day.
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Tags: candidates, market research, ROI, talent market, talent pool, talent pools, TMR
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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.
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Tags: Corporate Recruiting, outsourced recruiting, outsourcing, recruiting outsourcing, ROI, talent, talent market, TMR, unemployment
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Wednesday, August 11th, 2010
There are high hopes for an economic recovery. The worst of the global financial debacle feels like it’s behind us, though there are many business leaders and experts suspect that this may not be the case. “Double-dip” recessions and expectations of more mortgage delinquencies – triggered by a combination of falling home values and constrained household incomes – could lead to more economic malaise. And doubtless, this prospect has an effect on your plans to recruit and hire.
So, the big question becomes one posed recently by Deloitte: “Where are you on the recovery curve?” There’s an essential tension between forecasted economic activity and near-term business needs, especially in the wake of a recession that forced difficult staff cuts leaving your company under-powered and your staff stretched thin.
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Tags: Corporate Recruiting, economy, financial crisis, market research, research, talent market, TMR
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Monday, July 26th, 2010
From time to time, it’s a good idea to benchmark talent management and see how your organization is doing. Even if you’ve invested aggressively in performance improvement, you might not be keeping pace with the rest of the market. Simply doing better isn’t enough: you need to make sure you’re doing better than everyone else.
Benchmarking often gets set aside when the corporate agenda is full, a tendency that finds its way to the recruiting department. Instead of trying to gauge your competitive performance by feel, take the time for real insights of the sort available only from a rigorous process. There’s no substitute for truly knowing what’s happening in your market, and in an increasingly challenging marketplace, market research and competitive intelligence are more important than ever.
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Tags: benchmark, market research, talent management, talent market, TMR
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