With a self-assigned grade of B, and an even lower C+ from the hiring managers whose jobs they fill, recruiting leaders from companies large and small heard the news there’s much to do to improve those scores, and that the road is not going to get easier in the year ahead.
Speaking to the opening session of the ERE Recruiting Conference & Expo here in San Diego, ERE’s CEO Ron Mester told the hundreds of talent acquisition leaders in direct language that “You have a lot of work to do to improve … No one should be satisfied with a C+ or a B.” At another point in his hour-long presentation of a broad and extensive ERE survey of recruiters, their leaders, their bosses, CEOs and hiring managers, Mester said it will take a rethinking of the process to get to an A. “Rethink it,” he urged. “Challenge everything that you’re doing today.”
Unveiling some of the findings of the late March survey completed by more than 1,300 during his State of Recruiting presentation, Mester turned a spotlight on the disconnect between what the respondents agree should be the key measures of recruiting’s performance and what recruiting leaders and their teams believe is where the actual emphasis lies. keep reading…
The candidate experience has become one of the most talked-about areas for improvement in the recruitment industry, in large part thanks to Gerry Crispin, who in 2010 announced his idea for the Candidate Experience Awards for Recruiters and Private Sector Employees. The idea was to develop a program to recognize and reward those companies who were providing a good experience to their recruiters and candidates.
Oddly enough, not a lot of attention seems to be paid to giving incentives to the people who actually provide the experience to candidates: recruiters. keep reading…
Those who follow my articles know that I frequently write on the positive trends and the big ideas that recruiting leaders need to be aware of. However, I have not often written about the biggest strategic challenges or problems that corporate recruiting leaders face. Of course no one wants to dwell on the negative. But since I am predicting that during the next few years we will all encounter a completely transformed world of recruiting, it only makes sense to at least be aware of our largest current and upcoming challenges. If you don’t act proactively to mitigate these major challenges, they unfortunately may grow out of control, causing exponential damage to your firm.
The Top 10 Highest-impact Strategic Recruiting Challenges keep reading…
We asked you to take a survey about the “state of recruiting” and the response shocked us. In a good way.
We weren’t sure just what to expect, but the 2,000+ responses was far more than our estimates. And let’s be honest, the survey wasn’t short.
The data we’re collecting is great. And valuable. We’ll still present the results in San Diego at the conference (my boss, our CEO, is a survey junkie who’s huddled up pouring over the results like a kid in a candy store) and will still get a short summary to respondents.
It’s too early to report any substantive results, but from glancing at them, I can tell you you’ll be interested in San Diego to hear the grades you’re giving hiring managers, as well as your satisfaction levels with various types of recruiting vendors.
Until San Diego, though, this is a note to say thanks. You have a lot to do and taking the time to do this was much appreciated.
What could be more important than having everyone on your team focused and on the same page? Unfortunately, in my interactions with corporate recruiting leaders, I am frequently surprised to find that they don’t have a formal set of strategic goals for their talent acquisition function. That’s a major problem because you certainly can’t be strategic unless you have a formal written strategy (most don’t) and a corresponding set of goals to make it clear to everyone what you’re trying to accomplish. Not having clearly defined, measurable, and communicated strategic goals can add to the confusion about “what is important” and “what is less important.”
While having goals provides focus and direction, their absence can cause team members to wander and to waste time and resources in low-value areas. So if you want your team to be laser focused on the important things, have clear goals that clarify your purpose and that specify what you’re trying to accomplish and what great results would look like.
In that light, this article provides a list of the strategic goals that truly effective corporate recruiting leaders can choose from. Reaching many of these recruiting goals is more complicated because the factors involved in reaching them are not 100 percent controlled by your team. However, it’s time for recruiting leaders to learn to follow the standard business practice of assuming the captain-of-the-ship role which assumes responsibility for meeting goals that you don’t have 100 percent control over.
The Possible Strategic Goals for the Recruiting Function keep reading…
You saw the list of finalists — a group that, like I said in that post, really all are honorees given how close of a call most every category was, and how many good applications there were that didn’t make the final cut.
Now let’s look at the final winners. Thanks again to the judges.
Best College Recruiting Program keep reading…
A think piece designed to stimulate your thinking on competing against the top 1 percent firms for top talent
If you’re an executive interested in recruiting, here is a scary thought to consider. For the first time in your lifetime: As a result of their compelling approach to managing talent, the elite 1 percent of firms now have a powerful recruiting brand advantage. The resulting “recruiting brand gap” between the top 1 percent and the remaining 99 percent of firms is now so wide … that most firms have given up trying to match the talent approach of the 1 percent.
The Top 1 Percent of Firms Have Unique Talent Differentiators keep reading…
Forward-looking executives seeking truly big ideas understand the value of the Davos World Economic Forum, where only thought leaders and the most senior executives at top global firms are invited to attend. If there were to be a Davos-type “big-idea session” covering strategic recruiting, this article covers the big idea topics that I would propose for the agenda.
The hectic world of day-to-day recruiting is often dominated by having to solve tactical functional problems like cutting cost per hire or identifying the correct recruiter req load. However if you are a recruiting leader who wants to make quantum improvements of more than 25 percent in your results, step back and focus exclusively on a few big ideas. Big ideas by definition are potentially high-impact strategic actions that are barely emerging, that are extremely difficult to implement, and that may become essential as the business or recruiting environment evolves and changes. Also because they require a dramatic change in thinking, almost all big ideas are instantly rejected by shortsighted individuals in recruiting.
The Top 15 Future-focused Big Ideas for Recruiting Leaders to Contemplate keep reading…
The most costly recruiting error in recent history was revealed last week.
On Wednesday, Facebook announced its nearly $19 billion purchase of the instant-messaging firm WhatsApp. But the real news about the acquisition relates to the colossal recruiting failure that occurred a handful of years earlier (as reported by Forbes) when both WhatsApp founders Jan Koum and Brian Acton applied for a job at Facebook and were rejected (Acton was also rejected by Twitter).
As Brian Acton put it ,“We’re part of the Facebook reject club.” You could easily argue that this colossal “hiring miss” cost Facebook billions, and as a result, this hiring error has to rank near the top “not hired” errors, only rivaled by HP’s rejection of Steve Jobs for not having a college degree. If you are a corporate talent manager, this and similar errors should now become a critical part of your business case for fully funding an effective recruiting team and flawless hiring process.
The Top Eight “Billion-dollar Hiring Miss Lessons” for Talent Leaders keep reading…
As a professor in a large business school, I am frequently asked, “What is the most exciting and impactful job in the corporate world?” While others may answer differently, to me the most exciting and impactful job is clearly recruiting.
It is full of excitement because every day as a recruiter you are in a head-to-head competition to attract top talent, and fortunately you know definitively within 90 days whether you have beaten the competition. The impact of a recruiter is twofold: first, you can literally change the life of an individual by placing them in their dream job, and second, you can effectively change the direction and the success of a corporation with a single great hire in a key job (i.e. recruiting LeBron to your NBA team).
So if you’re a college student ready to select a career or someone who is considering shifting into a new career field, I have compiled a list of the many reasons why you should consider becoming a corporate recruiter. keep reading…
As a long-time corporate recruiter, I have developed a very bad habit of being animalistic in marking my territory, meaning that for me … I hate to turn over reqs to agencies. It can sometimes feel like defeat, failure, and lack of control to admit that you need to look towards the outside help of a recruiting agency.
Having worked both at an agency and now internally for the last eight years, I can tell you that there seems to be some industry bad blood between the two parties. It took me several years of beating my head working on niche reqs that I didn’t have the network or expertise in before I really learned the true value of partnering with agencies. When partnered in the right way you can turn what may have been an agency enemy into a very impactful recruiting ally for your business.
Here are some ways that I have learned to stop peeing on positions and loosen up the reins. keep reading…
What could be more important than having everyone on your team focused and on the same page?
Unfortunately, in my interactions with corporate recruiting leaders, I am frequently surprised to find that they don’t have a formal set of strategic goals for their talent acquisition function. That’s a major problem because you certainly can’t be strategic unless you have a formal written strategy (most don’t) and a corresponding set of goals to make it clear to everyone what you’re trying to accomplish.
Not having clearly defined, measurable, and communicated strategic goals can add to the confusion about what is important and what is less important. While having goals provides focus and direction, their absence can cause team members to “wander” and to waste time and resources in low-value areas. So if you want your team to be laser focused on the important things, have clear goals that clarify your purpose and that specify what you’re trying to accomplish and what great results would look like.
In that light, this article provides a list of the strategic goals that truly effective corporate recruiting leaders can choose from. keep reading…
Regardless of mission or vision statements, the ultimate goal of any high-performing HR function — and or its “talent fulfillment” group — is to provide the support, resources, and expertise to help their organization acquire, develop, and retain top talent — a responsibility that starts with strategy, focuses on acquisition, and never ends.
Talent fulfillment — the act of identifying, acquiring, and retaining top talent – can mean different things to different organizations and HR professionals. It could be hiring external recruitment agencies, temporary employees, contractors, or some combination thereof. That said, those organizations operating with that mindset, unless in the midst of a significant growth phase, aren’t likely to meet anyone’s definition of high performing. High performance means finding talent, growing talent, securing talent, and keeping talent — your organization’s own talent.
This is sort of like a short-order cook and a baker. keep reading…
The New Year is the perfect time to reexamine and refocus your talent efforts. The coming year will see a surge in economic growth, but it will occur in a business environment with continued volatility. Succeeding in this environment will require a new approach. So before all of the activity that accompanies any new year begins, take at least an afternoon off for some “strategic thinking and planning time.” In order to guide your thinking, I propose 10 talent resolutions or focus areas which are likely to have high strategic and business impacts.
10 Strategic Action Areas in Talent Management keep reading…
Recruiting is very much reactive in nature. Someone quits, retires, or is fired — and for the most part, we begin at that moment to search for a new person who can do the job. And recruiters are creatures of habit …we go back to the well that has proven to be successful for us in the past and we run it dry.
Most recruiters still recruit today the way they were taught years before: same strategies, same mindset, same beliefs, same models. They sometimes try a new technology or an app or something along those lines because someone recommended it to them, but the core of what they do, most often, remains unchanged from their first days as a recruiter. keep reading…
If you are looking for a comprehensive list of the corporate recruiting trends and predictions for 2014, this two-part article covers the top 25 most likely trends. Part 1 included the first 14 trends that covered new recruiting opportunities and continuing recruiting trends. In this Part 2 of the series, I cover the 11 remaining trends, including recruiting challenges/problems that corporate recruiting will likely encounter during 2014 and some recruiting areas that will likely continue to diminish in importance. I have also included a separate section covering eight developing areas that have yet to peak.
Section 3: The Biggest Strategic Recruiting Challenges keep reading…
In a survey by PricewaterhouseCoopers, more than 1,250 company leaders from 60 countries have made it official: recruiting key talent is priority No. 1 for CEOs. Yes, CEOs say there is a big threat to business growth by not having the right talent in place.
At the same time, we have all heard ad nauseum that HR needs to become more strategic and less tactical. Since recruiting reports to HR, this criticism applies to them as well. It’s a case of guilt by association.
Let’s face it: It’s always seemed like Recruiting was tossed into the HR function because no one knew what else to do with it. Employment, yes — having it report into HR makes sense. You know, filling reqs for those positions that are relatively easy to find.
But true strategic recruiting? No — it has just never “clicked” in HR.
I want to talk about how we might “save” Recruiting — the strategic kind — by transferring it to another department that is more closely aligned with it. The transfer I propose would strengthen Recruiting’s ability to take on a more strategic role. This is important because of the new attention it’s getting from CEOs.
Even if you work in a corporate recruiting function with low resources or minimal expectations for change, every recruiter still has a professional obligation to maintain their awareness of the latest trends and predictions. I have grouped 25 predictions of the leading corporate recruiting trends for 2014 into four separate sections. Part 1 includes two sections that cover 14 new opportunities and continuing current trends. Part 2 (to be published next week) includes the final two sections, which cover 11 remaining trends that cover new challenges and areas that will continue to diminish in importance.
Section 1: The Hottest Recruiting Opportunities for 2014 keep reading…
As 2013 draws to a close, we can’t help but wonder what 2014 is going to bring. The world of employer branding has been rapidly growing and evolving — just think of how many companies have added a role specifically for this purpose in the last few years. Yet, it still remains a challenge area for many organizations. Companies invest millions of dollars each year in marketing their consumer brands, but employer branding investments are lagging behind.
So, what’s on the horizon for 2014? Here are my four predictions: keep reading…