Posts Tagged ‘TMR’
Wednesday, July 14th, 2010
Many corporate recruiters don’t look for learning opportunities When they do, the effort generally seems to be focused on improving tactics in the high-volume activities that already consume the time of an already maxed-out day … despite the fact that those don’t deliver optimal returns.
This is the main reason why our profession hasn’t evolved as much as it could have over the past 30 years. There is no shortage of opportunities to streamline recruiting operations, source more effectively, and increase candidate and new hire quality … but few of them are actually implemented. The focus of the corporate recruiter remains cradle-to-grave process management.
It’s time for a change.
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Tags: Corporate Recruiting, market research, talent market, TMR
Posted in Process | No Comments »
Wednesday, April 14th, 2010
Unemployment doesn’t always equate to available talent. For highly specialized positions, an economic downturn does little to alleviate the pressure on corporate recruiters to source candidates with unique, coveted skills. The only solution is to have what amounts to a succession plan for key roles in your company, not just for the executive suite. Fundamental to this effort, of course, is to know every corner of your market. If you know the intricacies of the talent market for scarce skills, you’ll have an advantage when it’s time to fill open reqs.
Some talent markets are naturally small. Fields that require a considerable amount of education and experience of a specified nature in order for employees to be effective are essentially exclusionary. So, to attract talent, you often have to spend more than you’d like … and provide a work environment that will resonate with a particular candidate.
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Tags: candidates, market research, talent market, TMR, unemployment
Posted in Strategy | 1 Comment »
Thursday, April 1st, 2010
What makes the flight attendant talent market unique? Well, you have a large pool from which to recruit – for both entry level and experienced hires. And, demand is high for a relatively small number of positions, despite the fact that compensation is fairly low. As a result, every open req involves a large group of highly motivated candidates, some willing to chase up to 18 positions before finally getting an offer. For the airlines, this means having to sift through an enormous amount of candidate information and navigate slight differences in candidates in order to find the handful who will eventually be invited to don the uniform.
Needless to say, the opportunities to improve are substantial, and I would probably change just about everything. In fact, the integrated suite of KGTiger services was made for the flight attendant hiring challenge that the airlines face.
1. Lay of the land
Since the number of potential candidates – and those who actually apply – is so large, the value of developing targeted talent pools is significant. By narrowing the field to the most desirable applicants, the airlines could strip an enormous amount of waste out of the flight attendant recruiting and hiring process. With STREAM from KGTiger, the airlines could quickly cut through the masses to the candidates that are most important by turning large talent pools into small concentrations of the highest-value applicants.
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Tags: airlines, BYTE, candidates, Corporate Recruiting, flight attendants, hiring, hiring managers, hiring process, recruiting, STREAM, talent market, talent pools, TMR
Posted in Process | No Comments »
Monday, March 29th, 2010
When a large, established company enters a developing market, it’s almost standard operating procedure to transplant an executive from an established economy. But, this approach works only rarely. Local talent is always a better alternative, but back at headquarters, it’s hard to shake the anxiety of trusting a new venture to an unknown quantity. The risk becomes easier to accept, though, if you understand the local talent market.
It’s hard not to give in to the temptation to do what everyone else has always done: in this case, send a major market leader to a foreign land. But, you can overcome this urge by gaining some on-the-ground intelligence to fuel a true local market talent search. Information makes a difference – you don’t have options until you know what they are.
KGTiger’s TMR service provides what has been missing from emerging market entry strategies. Our research team examines emerging market talent conditions to identify the factors most important to your efforts. We can identify skills shortfalls or surpluses, key capabilities, and the risks you will face when trying to assemble a leadership and delivery team.
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Tags: Corporate Recruiting, economy, emerging markets, executive search, HRO, human resources, market entry, market research, new market entry, outsourcing, recruiting outsourcing, talent, talent acquisition, talent management, talent market, TMR
Posted in Strategy | No Comments »
Tuesday, March 23rd, 2010
It’s still a bit early to tell, but it looks like the economy is finding its legs. As this trend continues, businesses will become more comfortable making larger strategic investments. The game-changing initiatives that get the green light are likely to have talent implications, and corporate recruiters should be ready for a new kind of action.
The momentum that comes with a turn in the economy can have a slingshot effect for companies that plan well. Making the right decisions now – and executing them effectively – can magnify ROI down the road. Every aspect of strategy execution has this potential, including corporate recruiting. But, before you rush out to assemble talent pools, you’ll want to get a feel for the new talent markets you are about to enter. Whether it’s for a product line or region, you should know the challenges and opportunities that await you.
KGTiger’s TMR service provides one thing: answers. As you’re preparing to recruit into the unknown, the risks begin to become apparent quickly, and the most daunting is the belief that there are “unknown unknowns” waiting to trip up your imminent strategic hiring program. Detailed talent market research reports from TMR can take much of the guesswork out of your riskiest, highest-potential and most important business initiatives. With TMR you can drive business decisions based on what you know – instead of what you think!
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Tags: Corporate Recruiting, economy, HR, HR outsourcing, HRO, human resources, market entry, market research, new market entry, outsourced recruiting, outsourcing, product launch, recruiting outsourcing, research, risk management, ROI, talent, talent acquisition, talent market, talent pools, TMR
Posted in News, Strategy | No Comments »
Thursday, March 18th, 2010
No major strategic initiative gets the green light without the CFO’s approval. In addition to requiring a significant resource commitment, these efforts may call for the raising of capital, which entails an extra layer of finance department involvement. So, if launching a product line, entering a new market or making an acquisition is on your company’s agenda this year, you should be ready to communicate the talent management implications of the plan to your CFO.
In any sort of high-profile strategic initiative, a risk management argument should carry a lot of weight. After all, this involves the protection of a significant investment and the future return it’s expected to generate. Being able to optimize strategy execution will only bolster your case.
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Tags: CFO, consulting, executives, HRO, market research, outsourcing, recruiting, risk, risk management, talent, talent management, talent market, Talking Talent, TMR
Posted in Strategy | 1 Comment »
Monday, March 15th, 2010
If you can convince the CFO of the value of an investment, life becomes a lot easier. Unfortunately, this level of comfort isn’t always easy to attain. CFOs are professional skeptics, tasked with weeding out the prudent from the frivolous. Even a great idea, if not expressed correctly, will fall victim to this executive’s budgetary scythe. Human resources investments are particularly susceptible to this fate, as the department tends to be perceived as pure overhead. You can change the image of the HR function – corporate recruiting, especially – as long as you learn to speak the CFO’s language.
Over the next few days, we’ll take a look at how to fame your investment cases for process improvement, talent management and talent market intelligence in terms and concepts that will resonate with the most diligent of finance executives. When you explain to the CFO that you have a way to cut costs or increase ROI through corporate recruiting initiatives, you’ll be more likely to find yourself with a new ally.
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Tags: BYTE, CFO, Corporate Recruiting, executives, HR, HR outsourcing, HRO, human resources, market research, outsourced recruiting, outsourcing, recruiting, ROI, STREAM, talent market, Talking Talent, TMR
Posted in Strategy | 2 Comments »
Thursday, March 11th, 2010
For corporate recruiters, “business acumen” – i.e., quickly understanding and dealing with a business situation – is usually limited to interviews and filling reqs. In order to make a larger contribution to the company, though, business acumen needs to be applied on a broader scale. Think of the major strategic initiatives that corporate recruiters support, such as new market entry and product launches, and how your insights could be used to drive a more effective outcome.
For the major strategic efforts, it isn’t enough to source candidates and scan resumes. Corporate recruiters need to identify talent pools that may be difficult to find, develop talent contingency plans and raise any issues that could derail execution of the strategy as a whole. Unlike traditional corporate recruiting tasks, entering new markets or launching new products and identifying talent requires solid business acumen of the caliber not often recognized in the Human Resources department.
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Tags: HR outsourcing, HRO, human resources, market entry, market research, outsourced recruiting, product launch, recruiting outsourcing, talent, talent acquisition, talent market, talent pools, TMR
Posted in Strategy | No Comments »
Tuesday, February 23rd, 2010
You may have been a corporate recruiter since Jimmy Carter occupied the oval office and know all the tricks to this sometimes difficult profession. But, if you’re a recruiter … who hasn’t adopted a business approach to your role … your days numbered. Business acumen is more important than ever before, especially with lean organizations that often leave hiring managers pressed for time. If you don’t have a strong knowledge of the industry and a broader view of where your industry fits into the broader business landscape in which you’re recruiting, expect your usefulness to be called into question fairly quickly.
Some of the reasons for the increased importance of industry knowledge are obvious, such as being able to understand position descriptions and skill and competency requirements more quickly and thoroughly. And, this helps ease the pressure on hiring manager schedules. Among the reasons for knowing your industry cold, however, this is the least compelling. Here are three reasons you need to amp up your industry knowledge to be a successful corporate recruiter:
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Tags: Corporate Recruiting, HR outsourcing, human resources, outsourced recruiting, outsourcing, recruiting outsourcing, talent acquisition, talent market, talent pools, TMR
Posted in Strategy | 1 Comment »
