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corporaterecruiting RSS feed Tag: corporaterecruiting

Facebook’s Billion-dollar Hiring Lesson — the Business Case for Eliminating Missed Hires

by Feb 21, 2014, 5:56 am ET

whatsappThe 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…

The Top 20 Reasons Why Recruiting Is an Exciting and High-Impact Job

by Feb 17, 2014, 5:01 am ET

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…

Keeping Your Enemies Close …Turning Agencies Into Allies

by Jan 30, 2014, 2:24 am ET

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…

These Strategic Goals Can Help to Focus Your Recruiting Function

by Jan 27, 2014, 12:04 am ET

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…

This Tool Will Help You Rethink Talent Acquisition

by Jan 15, 2014, 12:49 am ET

Screen Shot 2014-01-06 at 1.43.52 PMRegardless 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…

Top 10 New Year’s Resolutions for Strategic Talent Leaders

by Dec 30, 2013, 1:22 am ET

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…

Keep Calm and Optimize

by Dec 25, 2013, 6:17 am ET

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…

Recruiting Belongs Under The CEO

by Dec 24, 2013, 6:14 am ET

Dear Mr. CEO,

It’s come to my attention that many of you now believe recruiting key talent is the No. 1 priority nowadays.

If you really believe this — and those of you with the sense God gave mules should — then you’re probably wondering how in the world are you going to do that. keep reading…

The Top 25 Recruiting Trends, Problems and Opportunities for 2014, Part 2 of 2

by Dec 16, 2013, 1:39 am ET

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…

Let’s Move Recruiting to the Marketing Department

by Dec 11, 2013, 6:41 am ET

Screen Shot 2013-12-03 at 2.37.51 PMIn 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.

A Home in Marketing keep reading…

The Top 25 Recruiting Trends, Problems, and Opportunities for 2014, Part 1 of 2

by Dec 9, 2013, 6:17 am ET

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…

4 Trends to Watch for in 2014

by Nov 28, 2013, 1:50 am ET

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…

Actually, Recruiting is Not HR Anymore

by Sep 5, 2013, 6:42 am ET

Recruitment, now widely referred to as talent acquisition, has and continues to evolve enough that we are really have become our own animal, not a cage in someone else’s zoo. keep reading…

How the Role of Corporate Recruiter Is Evolving

by Aug 1, 2013, 6:09 am ET

Calling yourself a recruiter doesn’t do justice to what “recruiters” have to do. Here’s a quick overview of where the role was, where it is now, and where it’s heading. keep reading…

Sacred Cows and Silly Practices Die Slowly in Recruiting

by Jul 29, 2013, 6:11 am ET

Recruiting is full of practices that seem to last forever. Unfortunately, many practices endure for years despite the fact that they add no value to the hiring process. I call these well-established practices “sacred cows” because many lon-gtime recruiters and hiring managers vigorously defend them even though both company and academic data shows that they should be discarded.

The need to identify and then kill these sacred cows was reinforced recently by some compelling research data revealed by Google’s head of HR, Laszlo Bock. For example, extensive data from Google demonstrated that five extremely common recruiting practices (brainteaser interview questions, unstructured interviews, student GPAs or test scores, and conducting more than four interviews) all had zero or minimal value for successfully predicting the on-the-job performance of candidates. But despite this hard data, practices like brainteaser interview questions will likely continue for years.

Recruiting Has a Long, Checkered History of Silliness keep reading…

Develop a Hiring Manager Scorecard … to Make Them More Accountable (Part 2 of 2)

by Jul 1, 2013, 6:09 am ET

If you’re going to measure and perhaps reward individual hiring managers for excellence, you will need to work with a sample of them to determine which output metrics are strategic, effective, and easy to measure.

Here are 23 possible scorecard measures as a starting point for that discussion. Note: the highest-impact factors are listed first in each of the four categories.

Category I — High business impact measures to consider keep reading…

Develop a Hiring Manager Scorecard … to Make Them More Accountable (Part 1 of 2)

by Jun 24, 2013, 6:06 am ET

Few in the corporate world would argue against the fact that the actions of hiring managers have a significant impact on hiring. In fact, I estimate their impact to be over 50 percent (with recruiters and the corporate employer brand covering the remaining impacts). But unfortunately, I estimate that less than 5 percent of corporate hiring managers are formally assessed or held accountable for their contribution to the hiring process. What is needed is a hiring manager scorecard.

The goal of this scorecard is obviously to identify “problem” hiring managers but it is also to learn and then share the best practices of top-performing hiring managers with all other managers in the corporation.

After setting your overall functional goals, recruiting leaders need to develop these four items.

  1. Develop hiring and overall recruiting process metrics
  2. Develop recruiter competencies
  3. Develop an individual recruiter scorecard
  4. Develop a scorecard covering individual hiring managers.

I have covered the first three items in recent ERE.net articles, so this one will focus on a hiring manager’s scorecard.

The Benefits of Assessing Hiring Managers keep reading…

Develop a Recruiter Scorecard … Because Champions Demand That You Keep Score (Part 2 of a 2-part series)

by Jun 17, 2013, 6:07 am ET

How to develop a recruiter scorecard for assessing individual corporate recruiter performance

Champions insist that you keep score. If you understand that concept, you will ensure that in addition to function-wide metrics, you will supplement them with a scorecard for assessing the performance of each individual recruiter. Everyone knows that corporations are measurement crazy, so I have found that by not measuring something (in this case recruiters), you are inadvertently sending a message to executives and employees that whatever you are doing is not strategic or even important (because if it was, we would measure it).

So unless you want to purposely send a message that “having top performing recruiters doesn’t matter,” you have no choice but to develop an individual recruiter scorecard. In order to do that effectively, you first need to understand the foundation design principles for individual scorecards and then you must select the actual measures that you will use in your scorecard. In part one, I introduced the concept and provided three examples of what a scorecard might look like. In this part two, I will cover the design details and a list of the measure to consider for your scorecard. keep reading…

Develop a Recruiter Scorecard … Because Champions Demand That You Keep Score (Part 1 of a 2-part series)

by Jun 10, 2013, 6:45 am ET

Sample recruiter scorecards 

Champions insist that you keep score. If you understand that concept, you shouldn’t be surprised that one of the best ways to separate champion recruiters from weak ones is to bring up the topic of assessing individual recruiter performance. The worst corporate recruiters and way too many third-party recruiters that I have come across almost instantly react negatively to the topic of individual accountability. Their protests usually include some variation of three different excuses which are, “professionals don’t need to be measured,” “recruiting is too subjective or soft to measure,” or “it’s not my fault, others are to blame.”

In direct contrast, the very best in sports, sales, academia, high tech, entertainment, and yes, corporate recruiting, not only love to have their performance measured but they also like it to be compared and ranked against their peers. If you are a corporate recruiting leader and you want to know which recruiters to reward or to keep (I recommend that you release those who complain the loudest about individual accountability), you need to move beyond broad recruiting department metrics and dashboards and to also develop a “recruiter scorecard” for assessing the performance of every individual recruiter. keep reading…

Comparing the Competencies Between a “RINO” and an Exceptional Recruiter

by Jun 3, 2013, 6:44 am ET

Recruiting is a unique field because it has no entry barriers. Unlike most professions, you can become a corporate recruiter without any formal certification, registration, recruiting experience, or even a college degree in the discipline. Because becoming a recruiter requires no formal qualifications, you probably won’t be surprised to find out that in practice, there is a wide variation in the capabilities of individuals who hold the corporate title of “recruiter.” Many corporate recruiters are truly outstanding, but unfortunately in some corporations, many other recruiters can only be classified as what I call a “Recruiter In Name Only” or a RINO (pronounced as rhino). keep reading…