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Stop Doing Searches Over and Make Twice as Many Placements
Posted By Lou Adler On June 15, 2012 @ 1:42 am In Advice and How-Tos | 1 Comment
From what I’ve seen over the past 15 years, working with recruiting teams around the world, it’s apparent that too much time is spent on doing searches over again. This is a huge productivity drain, with recruiters having do the same search over and over again. Worse, most recruiting leaders don’t even measure it, control it, or try to fix it. If you need to send more than 3-4 candidates to the hiring manager, and the manager can’t decide, and wants to see more candidates, you’ve experienced the problem first hand. Solving this problem will allow you to make 50-200% more placements per month.
All solutions start by first figuring out the real cause. In the case of “too many candidates per hire,” it’s most likely one of the five problems described below. However, knowing the cause doesn’t mean it can be easily solved. This is especially true when the problem requires the recruiter and the hiring manager to both admit each might be the cause of the problem, rather than the person with the solution.
To address this, we’ve come up with a rather unusual solution: we’re going to force the recruiter and the hiring manager to both attend a “stop wasting your time” online hiring workshop. This type of program has never been before, but I promised ERE I would present the results at its Spring 2013 Expo (April 15-17, in San Diego). Here’s the idea: we’ve created a new tandem workshop for recruiters and hiring managers to attend together. To get ready for the Expo, I’ve made a deal with ERE so that a few of its members can attend at no cost if they bring one of their hiring managers to the program. (If the July course is filled you’ll automatically be added to the waiting list for the August course.) The course is online, consisting of two two-hour modules. These special seats are limited, so you’ll need to sign-up now  to reserve your place. Influencing hiring managers starts with convincing them of the severity of the problem.
Review the five problems below. If they seem common and reasonable, have a frank discussion with one of your hiring managers. Then sign-up for the two sessions. If you have any of the problems, but can’t convince your hiring manager to attend, you have a bigger problem. The big benefits from attending: the hiring manager will stop meeting candidates who won’t get hired, and the recruiter will be able to more searches per month.
Typical problems causing the “seeing-too-many-candidates” per search:
If you’re a recruiter and believe you’re presenting too candidates for each search assignment, one of the above problems is likely the cause. If you’re a hiring manager and believe you’re not seeing enough good candidates, how you specify job needs or assess competency is something you should evaluate. At our new recruiting and hiring manager team training workshop , we’ll describe some unusual solutions you can try out right how on one of your current searches. You never know — you might just find a new way to stop doing searches over again.
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URLs in this post:
 seats are limited, so you’ll need to sign-up now: http://www.adlerconcepts.com/index.php/hmt-rec-partnership
 performance profile: http://budurl.com/banish4
 Google Oxygen: http://solutionfocusedchange.blogspot.com/2011/03/googles-project-oxygen-eight-good.html
 Hire With Your Head: http://budurl.com/hwyhamz2
 2-question performance-based interview: http://budurl.com/2qpbi1
 Performance-based Hiring process: http://budurl.com/pbhinfo3
 Quality of Hire Talent Scorecard: mailto:firstname.lastname@example.org?subject=Let
 Performance-based Hiring training course for hiring managers: http://budurl.com/hmto2
 Achiever Pattern: http://budurl.com/agachiever1
 Bridging the Gap: http://budurl.com/aggap1
 career-oriented job posts: http://budurl.com/AGcontAD
 formal candidate career-decision: http://budurl.com/agcompare
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