Take Control of the Talent Supply Chain
March 22nd, 2010 by Louis P. Kadetsky, CPC
I’ve been told by hiring managers over and over again, “I have so many good candidates I can now invest my time and energy selecting the best of the best and leave little to chance or desperation.” If only it were that easy …
The truth is that candidates can arise and disappear quickly and easily, and if you get too comfortable with the talent pool at your disposal now, you could wind up with an unpleasant surprise later. Remember: recruiting is ongoing. You want to make sure that you have a rich talent pool available at all times in order to shorten the time it takes to get from an approved req to new hire orientation.
The path from talent market and open position to productive employee is a long one, and shortening it can yield a significant competitive advantage. It typically starts with an open req, passes through candidate interest, involves applications, screening and selection and then involves several rounds of interviews. Finally, an offer leads to a new hire … who eventually impacts company performance. That talent supply chain is packed with variables that can stand between your company and a successful hire. Variables equate to risk, and there are too many ways to lose a great candidate to the competition.
Corporate recruiters can take control of the talent supply chain, mitigating risk and increasing the likelihood that they will win the top talent in the marketplace. The two keys are to be fast and thorough: master them, and you’ll be at the top of the corporate recruiting industry.
Thorough and fast … this can be a seemingly insurmountable challenge for an already overworked corporate recruiting department. Most recruiters are simply trying to cope with ever-increasing workloads … and to succeed, they now have to do more, faster!
Let’s take a look at the risks. Along the supply chain, it’s easy to miss talent. Poorly formatted resumes, skill sets or experience that may not be an exact match and simply having to deal with a high volume of applicants can naturally result in overlooked opportunities. And since competition is fierce, missing an excellent candidate can mean giving an edge to competitors.
Speed complicates the situation. A recruiter that doesn’t find a candidate fast enough may lose the chance to interview and hire. Of course, it’s tough to be fast when there are so many details to attend to and resumes coming in from a plethora of sources.
To overcome these challenges, the most effective approach is to outsource the minutiae. KGTiger’s BYTE service can drive down the cost of corporate recruiting by completing the administrative parts of the recruiting cycle, freeing recruiters to address the aspects of recruiting that require deep skill and experience. We’ll take care of the speed and volume barriers that normally stand in the way – allowing recruiters to focus strictly on results.
The risk in the talent supply chain can be managed, but corporate recruiters need help. Work with KGTiger, and corporate recruiting can become a competitive advantage.
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