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corporaterecruiting RSS feed Tag: corporaterecruiting

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…

Raise the Grade on Recruitment Performance With Quarterly Incentives

by Nov 25, 2014, 5:55 am ET

EREConf14_footerBased on my experience, both as a former HR executive and as an agency owner, I believe corporate recruitment can be enhanced by borrowing strategies from well-managed agencies (and vice versa). For example, during my time at Dendrite, our recruiting staff was highly effective and engaged. Their success was a result of an agency-inspired, detailed, bonus structure, measured through hard and soft data that was tied to quarterly performance.

Detractors of this model have their concerns: ill-conceived benchmarks and fluctuations in business cycles can cause morale problems for those whose compensation is tied to performance. Others contend that it is impossible to set hiring metrics that fairly measure performance since there are so many players responsible for the ultimate outcome of hiring. Our winning process at Dendrite addressed these concerns. keep reading…

The Fallacy of Sourcing

by Nov 13, 2014, 5:30 am ET

This is an open letter to every CEO in the world. I hope you take the time to read it, as I’m sure you, your shareholders, and your employees, would hate for you to keep pissing money away. keep reading…

What 1 Fast-growing Company’s Recruiting Budget Looks Like

by Nov 12, 2014, 4:53 pm ET

Screen Shot 2014-11-12 at 1.47.09 PMNow’s your chance to see what a budget looks like for a small company, but one with many challenges of any size company: limited resources in the recruiting department; hard-to-fill jobs; a lot of open jobs; and societal changes like the growing use of mobile phones.

As it happens, the company happens to be one you know. keep reading…

Increase Hiring Manager Performance and Compliance With Service-level Agreements

by Nov 3, 2014, 12:49 am ET

Screen Shot 2014-10-30 at 10.19.29 AMI estimate that hiring managers are responsible for more than 60 percent of all delays and errors during hiring. So if you want to improve your quality of hire, reduce position vacancy days, and improve process compliance, it only makes sense to try to get hiring managers to put a greater focus on recruiting. One proven solution is to adopt service-level agreements, which are one of the most effective tools that drive service delivery consistency in service-related functions outside of HR. keep reading…

Top 10 Future Recruitment Trends

by Oct 31, 2014, 12:37 am ET

Fall 2014 ERE Conference Think Tank Session Recap 

Good conferences always offer great opportunities to stay on top of challenges, best practices, and future trends. The best conferences also offer new take-away ideas to implement within our own organizations. The recent ERE conference held in Chicago in late September delivered the goods on both fronts. As the moderator of an almost-two-hour-long Think Tank session on “Challenges and Future Trends in Talent Acquisition,” I was blown away (the conference was held in the Windy City, after all!) by the sheer number of issues — and solutions — that were discussed.

This post is too limited to include all of the great ideas that this group of very experienced HR and talent acquisition professionals discussed. So we picked the best of the best for the following list of “Top 10 Overall Best Practices” currently being applied to address the No. 1 challenge determined by the session participants: “finding and engaging qualified candidates.”

Again — a big thanks to all the in-house recruiting & HR professionals in attendance at this session who focused specifically on the key challenges and opportunities that will present themselves in 2014 and going into 2015.

Overall Top 10 Best Recruitment Practices (in no particular order) keep reading…

If Martian Executives Visited Recruiting … What Would They Find Missing?

by Oct 27, 2014, 12:33 am ET

MarsIt may seem like a strange proposition at first, but what if an experienced business executive who knew nothing about recruiting visited and took a snapshot assessment of your function?

Obviously even a Martian executive would be able to quickly find and understand traditional recruiting functions like employer branding, sourcing, and interview processes. But what would they find missing? In other words, what standard business elements that exist in every other business function and process (like production, product development, supply chain, or marketing) would an outsider be surprised to find totally absent from your corporate recruiting function?

If you are a recruiting leader and one of your goals is to be “more businesslike,” you might be surprised at the number of common business process elements that simply can’t be found in corporate recruiting.

Business Process Elements That Are Almost Always Absent From Recruiting

If you were a strong business person who assessed the recruiting function, you might be surprised to find that many business process elements are simply missing. Those missing elements include: keep reading…

Time to Kill the Requisition?

by Oct 7, 2014, 12:48 am ET

Screen Shot 2014-09-30 at 12.58.31 PMMost corporate recruiting teams still rely on requisition-based hiring. In most cases this means they focus on recruiting for openings as they arise using whatever recruiting channels yield the “right” talent readily available. Unfortunately their processes don’t typically yield the best talent as quickly as needed, leaving operational teams frustrated with the results.

The solution is to have a pipeline of talent at the ready when a new position arises. keep reading…

Score Some Winning Insight From a Sports Recruiter’s Perspective

by Sep 16, 2014, 12:59 am ET

Mel playing soccerRecently, I’ve become immersed in some unfamiliar recruiting territory — collegiate sports! As I work with my son, a student athlete, to navigate the college exploration process, I’m noticing many similarities between these two worlds of talent search.

Last month, I met Jay, a sports recruiter/scout who has placed numerous incredible college athletes through the years. Many of his “picks” have gone on to play sports professionally. Jay and I spoke at length about our industries and I asked him the secrets to his success as a recruiter, albeit in another realm.

If you find solutions to your professional challenges by looking to other industries, read his valuable perspective on sports recruiting success, as well as my related observations. keep reading…

Workforce Speed — the Most Impactful Talent Factor That No One Is Managing

by Sep 15, 2014, 12:50 am ET

Screen Shot 2014-09-11 at 2.22.46 PMI work in the Silicon Valley, where we have a long-established mantra of “faster, cheaper and better.” But now no matter where you work in the world, almost everyone can sense the fact that every aspect of global business now seems to move significantly faster than it did even 10 years ago. You could even label the 21st century as “the century when speed dominated.” This increased speed means that new products and product features come to market at an amazing rate, copying is almost immediate, everything you rely on seems to become quickly obsolete, and long-established businesses routinely lose out to faster moving startups.

In this environment, even notable fast-mover firms like Google and Apple occasionally don’t move fast enough. This was the case where they both failed to effectively seize on the amazing social media and microblogging opportunities that the faster-moving startups Facebook and Twitter quickly dominated.

In the past, the business domination rule was simple … Large and established firms will dominate the smaller ones.

However the new rule has become “It’s the fast-moving and rapidly adapting firms that now dominate the slower ones, whether they are large or small.”

If Your Firm Changes Slower Internally Than the External World, it Has No Future keep reading…

Recruiting Isn’t Enough Anymore; Business Advising is the New Norm for Corporate Recruiters

by Sep 11, 2014, 6:43 pm ET

Screen Shot 2014-09-11 at 3.02.46 PMMost recruiting leaders have had coffee-shop or happy-hour conversations with each other about “having a seat at the table” or being a “more strategic partner” to the business. There is no doubt these clichés are played out (and there’s a good chance you’re rolling your eyes at the thought of reading another article about this). The truth is, there are talent-acquisition departments that talk about having a seat at the table; heck, they might even lobby so hard to get to this “table” they get a pity invite.

But, for as many of those that are worrying about a “table” there’s the other side of the house: departments hard at work building teams that help their business use human capital to win in the marketplace.

This is no easy task. It’s a grind. But there’s great work going on in our industry right now by many talent-acquisition leaders showing a commitment to this approach.  Some of those very leaders you’ll meet at ERE next week.

At CDW, we built a high-performing talent acquisition team by developing business- and HR-savvy recruiters. keep reading…

Today’s Rant: Consistency as a Goal

by Sep 10, 2014, 2:54 pm ET

Now, I’m not an anti-consistency guy at all. To scale, to create a great experience, you need to make sure certain things are predictable and dependable. For example, every candidate should know their status in a process and what the next step is (and timeline of that next step).

But, sometimes, consistency becomes the goal itself, not a means to a goal. And in a talent-centric world – where we preach personalization, creating a stand out experience, tailoring the process/tools/approach to the person — consistency can get in the way, and even create a bad experience.   keep reading…

3 Lessons Corporate In-house Recruiting Organizations Can Learn from Staffing Agencies

by Sep 5, 2014, 12:05 am ET

On average, 118 people apply for any given job — and of those 118 candidates, only 23 actually get an interview. This conundrum begs the question: are employers building the best candidate pools? Staffing agencies and corporations face an identical challenge — attracting the right candidates to begin with.

Enticing a precise type of person to fill one very specific role is like searching for a needle in a haystack. You will end up with strict criteria, and an endless list of names of people who miss the mark. To fill your candidate pool with greater potential, take a page from the staffing agency playbook. Start with these three ideas:  keep reading…

Do a Happy Dance ‘Cuz You’re A Corporate Recruiter

by Aug 15, 2014, 3:50 am ET

norm as hatchet manThis week Roundup brings you a collection of recruiting items truly  worthy of the tag “roundup.”

For your water-cooler chatter pleasure, I offer you a recruiting video from China, news about how some of you have a happy job, and a job posting from the Postal Service which is seeking a RIFmaster.

(Note to pop culture enthusiasts: The picture here relates to that last item. Points to everyone who can identify the show and the character. Extra points for the episode.) keep reading…

What Successful Recruiters Are Doing Right

by Aug 13, 2014, 12:02 am ET

team_leader_free_stock_photo_bYesterday I listed seven operational habits that characterize unsuccessful recruiters. In this second part, I examine not only the actions that distinguish the successful recruiters, but also the talent mindset that must be adopted. It is the capacity to embrace a “paradigm shift” in your recruiting philosophy that really determines how successful you will be in your talent acquisition efforts.

First, let’s stop fooling ourselves.  keep reading…

What Unsuccessful Recruiters Are Doing Wrong

by Aug 12, 2014, 12:12 am ET

 recruitment-sample-mdMost strategic recruiters seek to optimize the three most important factors in talent acquisition — cost, time, and quality. However, that objective is often impossible to accomplish because recruiters continue to use outdated talent processes which were designed back in the 1980s.

Stephen Covey, in his ground-breaking best seller — 7 Habits of Highly Effective People – introduces timeless principles that form the framework of the changes that individuals must adopt to become more effective. But, before one can embrace the seven habits, Covey proposes adopting of a “paradigm shift”– a change in perception and interpretation of how the world really works. Similarly, recruiters must be willing to adopt a paradigm shift in how they view the world of talent acquisition — if they hope to be successful in sourcing, recruiting, and hiring the very best talent in today’s war for talent.

For example, it has been my experience that “average” to “good” recruiters follow similarly dated talent strategies:  keep reading…

Recruiter Development as an Exercise in Cooperation: Donate Yourself!

by Jul 22, 2014, 12:25 am ET

Screen Shot 2014-06-03 at 5.11.44 PMIf you work in recruiting in any capacity, ask yourself this question: “When was the last time someone really invested in making me better?”

Then give yourself the responsibility of that development for someone/everyone around you.

Why would we do that? Who has time for that? Where should I start? If this is what comes up top of mind, you might owe it to yourself to put some thought into this topic. I’ll tell you why I think it’s not only a business imperative but a preservation technique as well. keep reading…