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corporaterecruiting RSS feed Tag: corporaterecruiting

So You Want to Be the Head of Talent Acquisition?

by Apr 15, 2015, 5:33 am ET

Screen Shot 2015-04-10 at 9.14.15 AMOver the last 20 years I have mentored and developed a lot of people both formally and informally. At some point the same question comes up around how do I become the head of talent acquisition?

So with an article like this, I have to write a disclaimer up front:

It’s perfectly fine if you don’t want to climb the corporate ladder in a talent leadership role.

You are not less of an asset to a company if you are perfectly content being a specialized individual contributor.

Being an agency recruiter, consultant, or contractor can be just as rewarding (maybe even more so) versus running a recruitment department.

It’s OK to use a recruiting role as a stepping stone to something else in HR, the business, or a totally different line of work.

And finally, my journey is mine alone, so what you might read not everything might resonate with you, but I am hoping that if you just pull one helpful nugget out of this article, then that is the reward I was personally after.

Ok, now that we have that out of the way let’s get started. This might be one of those long articles, but heck, this is nearly 20 years of experience below. :)

I have not prioritized these into a stack ranked order of importance, but rather let’s call this a list of things that in my opinion have come up as foundational common themes over my career:  keep reading…

The Top 10 Thought-provoking CFO ‘Questions From Hell’ for Recruiting Leaders

by Apr 13, 2015, 5:02 am ET

Screen Shot 2015-04-09 at 1.19.50 PMRecruiting questions from hell that most recruiting leaders can’t answer 

May I suggest that this may be the most thought-provoking recruiting article that you read this year. It is thought provoking because it covers mind-numbing questions that you are likely to get covering the business impacts of recruiting.

Answering tough questions is becoming more critical, because as the business world becomes more highly competitive and thus data driven, it has become increasingly more common for senior executives to literally grill functional leaders who are requesting continuing budget support with scary and difficult-to-answer questions. I call these inquiries “questions from hell” and in recruiting they include questions like “Show me the ROI of recruiting?” or “Show me how recruiting provides us with a competitive advantage?”

Some also call them “bone-chilling questions” because they can create instant panic in leaders when making budget or new program presentations. Executives from finance, marketing, customer service, and supply chain routinely come prepared with great answers to these tough questions. However, during my many years of researching and practicing recruiting, I have been continually disappointed in the level of business acumen and the ability of many recruiting leaders to answer these “questions from hell,” when they are posed by their CEO, the COO, or the toughest questioner of all, the CFO.

What CEOs, COOs, and CFOs Want to Know About Recruiting And Its Impacts keep reading…

We Got Them to Accept Our Offers

by Apr 8, 2015, 5:47 am ET

This is the second article in a series I’m writing detailing talent acquisition at Spectrum Health and our journey to best large TA team. Last month I focused on how we reorganized the team, and this month I will begin to discuss various process changes we focused on, starting with our improvement around acceptance rates. keep reading…

Revealing the ‘HR Professional of the Decade’ – Laszlo Bock of Google

by Mar 30, 2015, 5:45 am ET

LaszloBock576GreenA Case Study Compilation of the Amazing HR Practices That Make Google the Benchmark to Learn From

Using any set of assessment criteria, Laszlo Bock of Google has been in the vanguard in creating revolutionary change in the profession of HR to the point where he has earned the title of “HR professional of the decade.” Under his leadership, Google has literally led the way in innovation in all aspects of HR and it has become the world’s only data-driven HR function. Its willingness to continuously try completely unique approaches has resulted in Google being rated the No. 1 best place to work by numerous independent groups (Fortune six times, Fast Company, Glassdoor, Universum, and LinkedIn).

Working at Google has such a powerful employer brand draw that it receives an unparalleled 3 million applications a year, even though applicants only have an estimated 0.2 percent percent chance of getting hired.

But it’s more than just image that Mr. Bock has helped to create, because Google’s workforce productivity is simply amazing at $1.23 million per employee each year.

Not only has he molded the HR function at Google in nine short years into the benchmark model that everyone admires, but he has been extraordinary in his willingness to share his knowledge with both HR professionals and potential job applicants. Even though I have been writing and speaking in the HR field for three decades, I have never come across a leader who deserved the title of HR professional for an entire decade. HR is a unique field where very few corporate HR leaders are known by name throughout the profession but Laszlo Bock is clearly the exception, primarily because he openly shares what he has learned, even when it runs counter to standard HR thinking.

An Overview of the Amazing People Management Practices at Google keep reading…

Show Me the Money for Talent

by Mar 17, 2015, 5:03 am ET

moneyIf you ask most CEOs who don’t work for a non-profit what is most important to them, they will reply, “whatever makes the company money (revenue) or whatever saves the company money (margin/profit).” The primary marching orders from most CHROs for HR and recruiting functions will be about continuous improvement to reduce cost.

I know most recruiting leaders are nodding their heads as they read that statement.

Don’t worry. This is not another dull dry article about cost per hire.

As we should all know by now, from an acquiring talent perspective, as an industry we generally focus on two other major KPIs: speed and quality — beyond just cost.

The funny thing is when you really boil down these and other major KPIs, they all relate back to money anyway. Hold on, I will explain.  keep reading…

Former Processors, Sales Associates, and Receptionists Are Our Best Talent Recruiters

by Mar 10, 2015, 5:01 am ET

I hire non-recruiters who hire more than 1,000 people a year.

Do I have your attention?erewebinars-event-erc15[1]

If you’re reading this, and you’re a talent acquisition professional, you’re probably asking yourself, ‘what in the world?’ How does it work? keep reading…

How to Be Agile to Solve the Talent Acquisition Supply-and-demand Dance

by Mar 3, 2015, 9:03 am ET

erewebinars-event-erc15[1]When you think of the word agility, you might conjure images of an elite athlete sprinting to the finish line, or a Cheetah pursuing prey on the African plains, or a lawyer in cross examination in a court room. But have you considered what agility looks like in talent acquisition?

The foundation of talent acquisition is to align resources to business needs to fill positions. Sounds simple enough, right? Most talent acquisition leaders would agree that on paper this statement does appear simple, but many variables come into play that can complicate even the simplest of tasks. keep reading…

Our Steps From Good to Great

by Mar 3, 2015, 5:26 am ET

Screen Shot 2015-01-20 at 12.07.13 PMWell, I and my team are still so excited to have won large company Talent Acquisition Department of the Year, and now it is time to start sharing what got us there.

First a little bit of background: I joined Spectrum Health in September of 2013, with the mission to take a good team and make it great. keep reading…

How Using a Recruiter Quality Index for Your Recruiting Team Drives Results and Delivers Transparency

by Feb 25, 2015, 5:26 am ET

recruiter quality indexAre you looking to infuse quality into your talent acquisition metrics? Need a fresh approach to evaluating the effectiveness of your team or individual contributors?

With growing pressure to continuously improve results and prove quality, the time is right to collide metrics within your team and calculate your Recruiter Quality Index.  keep reading…

The Next Frontier in Talent Acquisition Is Marketing

by Feb 18, 2015, 12:31 am ET

Screen Shot 2015-02-09 at 10.27.13 AMIn the next two to five years the top employers of choice will be the organizations that consistently communicate an authentic employer brand story and value proposition that wins the attention of highly specialized talent and compels them to follow, engage, and ultimately join (and stay) on their teams.

To tell the right story and deliver on their employer brand promise, chief human resources officers and talent acquisition leaders must evolve their recruitment marketing strategy with a tighter focus on building longer-term relationships with the right candidates. To do this, talent acquisition leaders will need strong marketing competencies within the talent acquisition function, a measurable process, and purpose-built technology. In this piece, I focus on the urgency to strengthen marketing competencies within the talent acquisition function and offer my tips for how to get started. keep reading…

When You Have More Requisitions and Projects Than You Do Recruiters …

by Feb 3, 2015, 5:23 am ET

erewebinars-event-erc15[1]More requisitions and projects than you do recruiters. Would you believe it’s a talent acquisition opportunity?

Who hasn’t been in a situation where you have the day-to-day tasks of recruiting, and then being “awarded” the wonderful task of managing talent projects? keep reading…

Los Angeles Fire Department Gets 150 Pages of Ideas to Improve Recruiting

by Jan 22, 2015, 3:07 pm ET

Screen Shot 2015-01-22 at 12.00.09 PMAmidst allegations it has relied too much on nepotism and too little on diversity, the LA fire department now has 150 pages to read about what it can do to improve the hiring process.

For other organizations, some aspects of the report may be worth taking a look at. keep reading…

Do These 2 Things to Attract More Candidates If You Haven’t Yet

by Jan 13, 2015, 5:39 am ET

ERE2015SpringHeroAs we go farther into the 2015, many companies I do business with are ramping up hiring.

Whether it’s to replace people who are not performing, or to add new people to the team, the search for people who are really top caliber is not easy.  Too many hiring managers blame the economy, lack of people in the pool, or other circumstances instead of looking in the mirror and ask themselves, “What can I do differently to hire the very best people?”

I’ve learned many things since getting into the hiring business nearly 20 years ago, and the more things change, the more certain things stay the same. Here are two necessary things to do that won’t change: keep reading…

The Top 10 ‘Bleeding Edge’ Recruiting Trends to Watch in 2015

by Jan 12, 2015, 5:29 am ET

Screen Shot 2015-01-08 at 2.20.29 PMMost articles that cover recruiting trends highlight what I consider to be obvious approaches that many firms have already adopted. But my perspective on trends is unique because I am focused on what I call the “bleeding-edge trends.” These trends are unique and rare because they have been adopted by less than 5 percent of the major firms. However, they are still important for all recruiting leaders to know and watch because they signal the path that all progressive firms will eventually have to follow. The top bleeding-edge trends are listed below in an easy to scan format.

The Top 10 Most Impactful Trends That May Surprise You keep reading…

4 Ways Content Beats Social Media in Recruiting Quality Candidates for the Long Haul

by Dec 24, 2014, 5:04 am ET

Screen Shot 2014-12-16 at 10.06.15 AMIt’s the end of the year and that means that if you aren’t thinking about the tactics for next year, you’re definitely reviewing the past year to see what worked and what didn’t. I love this time of year, because the hustle and bustle eases and we can all take a big deep breath and reflect on the plan. Instead of running from one fire to the next, from one demand to the next, we can plan.

So obviously, you want to get involved in the new channels, like content, in all sorts of variations: blogs, video, employee-generated, podcasting, employee profiles, reasons why someone should work for you, etc. But you also know you need to stay in social media. Facebook, while 12 years old, is still “the place” to reach people. And LinkedIn is still the primary watering hole for people looking for jobs, so you have to be there.

But when push comes to shove, you have limited budget resources. You can’t buy everything you want, so you have to prioritize. So, if you are down to your last proverbial budget dollar, where do you spend it? Social media, or content?

Let’s start by looking at social media. These days, Facebook is a pay-for-play network. You only reach 1-3 percent of your organic audience, and Facebook just announced that posts that are purely promotional (“Buy this!” “Download this!” “Apply here!”) will be downgraded even more. So if you want your job posting to be seen by more than the tiniest fraction of potential fans, you need to pony up the cash. Remember when social media was cheap? That seems like a very long time ago.

While Twitter isn’t as bad as Facebook, it us already talking about filtering content as well, not pushing your job posts to all your fans. Again, bring your checkbook.

And LinkedIn? It also filters all traffic you see in your news feed. So all the time and energy you spent getting 100,000 fans wasn’t that productive, as you can’t really reach them all without spending money.

Let’s not forget that the big pitch social media gave us was “Sure, we have low click rates, but it’s all so cheap, who cares?” Now that it isn’t so cheap, low click rates aren’t so enticing.

Content is labor intensive. Even if you can magically grind out a short press release or blog post in an hour, the time to proof, edit, review, and approve it makes it expensive. And if you want something grander than just a blog post (said the guy who writes a lot of blog posts all day), the price tag goes way way up.

But content has a few things going for it that lower the price tag. keep reading…

The Power Has Shifted to the Candidate, So Current Recruiting Practices Will Stop Working

by Dec 22, 2014, 5:02 am ET

Areas where recruiting must change during 2015

If you are frustrated because your recruiting approaches are no longer producing great results, you will be happy to know that there is a logical reason behind it. I estimate that 90 percent of recruiting leaders and hiring managers have yet to realize that the power in the recruiting relationship, which for years has favored employers, has shifted over to the jobseekers.

The technical term for this change is a shift from an employer-driven market to a candidate-driven market. And The Recruiter Sentiment Survey by the MRINetwork has revealed that 83 percent of the surveyed recruiters have realized that the power has now shifted to the candidate.

Knowing the reasons for shift is less important for recruiting leaders and hiring managers than recognizing that when jobseekers hold the power in the relationship, your current array of recruiting tools and approaches will literally stop working.

Another interesting phenomenon happens after the power shifts.

keep reading…

Perhaps Talent Acquisition Departments Are Wishing for Something They Already Have

by Dec 16, 2014, 5:52 am ET

track recruiting performanceCome on, admit it. If you are like the rest of us, you have, at some point in time, indulged in wishful thinking about what to ask for if a genie appeared to grant three wishes with no limitations. So, what if Aladdin did actually appear from out of his bottle promising to fulfill three recruitment-related wishes, unencumbered by the dreary realities of limited resources or an ever-shrinking budget? What would you wish for? keep reading…

Why You Should Never Lose Your Identity When Recruiting

by Dec 9, 2014, 5:43 am ET

EREConf14_footerWhat makes a recruiter stand out: It’s a culmination of their personal experiences, intellect, intuition, and what made them who they are today. I call this experiencing rites of passage. Aristotle said, “Knowing yourself is the beginning of all wisdom.” Recruiting is not a transaction. The military teaches that attention to detail is critical in all actions performed. This is where the wheat is separated for the chaff. If a seasoned recruiter doesn’t see a full, professional representation on a resume — it speaks a lot of the candidate. If the skill set is essential, maybe it is a matter of spending some time with the candidate to educate them on the importance of a well-defined resume.

When you’re in the people business, it’s all about understanding an organization’s needs and improving the return on human capital. Statistics reflect that the best hires are typically referrals. There are obviously a number of reasons why, but one is that an existing employee can comprehend a person’s motivational fit and drivers to the point that they’re confident the candidate will be interested and contribute to the results. Recruiters can do this with both internal and external candidates.

The same thing goes for establishing relationships with people and understanding the ‘who’ vs. throwing resumes at the wall. keep reading…

The Top 12 Most Effective But Easy-to-Implement Recruiting Tools

by Dec 8, 2014, 5:46 am ET

Screen Shot 2014-12-04 at 1.11.42 PMCorporate recruiting leaders and recruiters, as well as hiring managers who operate in small businesses, are constantly searching for new and effective recruiting approaches. There is certainly no shortage of new and emerging recruiting approaches, but unfortunately, most of the approaches that you are likely to run across are either expensive, overly complicated, or they are extremely difficult to implement. So if you’re looking for highly effective but cheap and easy-to-implement recruiting tools, here is a descriptive list of my top 12. Each one has already been proven effective, so you won’t be the first to try it.

The Top 12 Highly Effective But Cheap and Easy-to-Implement Recruiting Tools keep reading…

There Is Little Recruiting Competition During December … So Be Bold and Seize a Great Opportunity

by Dec 1, 2014, 5:05 am ET

Screen Shot 2014-11-23 at 5.24.51 PMBetween Thanksgiving and the rest of the year in the Silicon Valley and in many other geographic areas around the U.S., it is mostly a dead period for recruiting. But recruiting leaders should realize that failing to recruit during this period is a huge missed opportunity, simply because the recruiting competition is mostly inactive during this extended period. This lack of competition makes recruiting even more essential for smaller firms and those without a strong employer brand simply because the major firms (with powerful employer brands that are difficult to compete against) are on the sidelines. keep reading…