From the Blog
May 16, 2013 Thanks to all the job boards and other search channels now available, candidates are casting wider nets than ever before. They are pushing cover letters and resumes at an incredible rate, often applying for dozens of positions a day or more. In the process, they are making mistakes … annoying mistakes. Spelling and grammar have [...]
April 22, 2013 Most open reqs come with a known benchmark. If you’re interviewing to hire an engineer, a marketing exec or a human resources professional, you know what you’re looking for. Even as times change, the skills and competencies forthese positions evolve and are familiar to hiring managers. And there tends to be a pool of people [...]
April 19, 2013 Corporate recruiters are spending more time on social media sites, checking the identities and activities of their top candidates. It’s a great way to get an unfettered view of a person that is unlikely to arise in an interview. Of course, every time a recruiter gets an edge, candidates come up with a way to [...]
April 14, 2013 Unemployment doesn’t always equate to available talent. For highly specialized positions, an economic downturn does little to alleviate the pressure on corporate recruiters to source candidates with unique, coveted skills. The only solution is to have what amounts to a succession plan for key roles in your company, not just for the executive suite. Fundamental [...]
March 30, 2013 As employees, we’re told to think before we act. The standard has always been: Would you want what you say (or do) to wind up on the front page of the Wall Street Journal? That’s good advice, of course, especially in an environment in which businesses have to cope with new levels of unanticipated transparency. [...]
You can get more out of corporate recruiting. Traditional approaches are cost-intensive and inherently limit your ROI. So, you pay twice: once for inefficiency and again for lost opportunity. Whether you’re looking to streamline your existing corporate recruiting practices or want to claim a spot on the leading edge, KGTiger is ready to help. Our integrated suite of corporate recruiting support services will turn your talent acquisition efforts into a competitive advantage.
BYTE:
Back Office Support
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TMR:
Talent Market Research
KGTiger Talent Market Research provides corporate Talent Acquisition Organizations (TAO) business intelligence about talent critical to their company. It explores opportunities to develop new or alternative source pools and evaluate existing sources. As the challenge to access desired talent increases, TMR can present an objective view from which to create or support a talent sourcing strategy.
STREAM:
Talent Pipeline Program
Most corporations seem preoccupied with filling current open requisitions even though thought leaders say they would benefit by having an effective talent sourcing strategy in their talent acquisition framework. So, while the primary focus tends to be on more effectively meeting current talent needs, proactively building a talent pipeline is becoming an integral and important component for progressive organizations.
