Recruiting Process Support for In-House Recruitment

If you stay ready, you don’t have to get ready!

If you stay ready, you don’t have to get ready!

By on Dec 17, 2014 in Best Practices, Time Management | 0 comments

Accounting, consulting and law firms tend to hire talent when the need is pressing. In fact, this is a common practice among all professional services firms. Only when the market has clearly recovered will they begin to add headcount. As client work rolls in, they rush to find talent, bring it in the door, often pushing them out to client projects very quickly.

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How great corporate recruiters spend their time…

How great corporate recruiters spend their time…

By on Dec 15, 2014 in Best Practices | 0 comments

How do the great corporate recruiters spend their time compared to others?  Do they work longer and harder than others?   What are their secrets to success? There are common behaviors found in the best in-house recruiters. The most common aspect I’ve noticed is their respect for time. It is treated as a valuable asset as they focus efforts on most critical priorities. It is less about the amount of time they work. It’s more about what they do with their time. The great ones all know how to focus on tasks that make a difference. Based on years of observation, study, and inquiry, I offer you my list of how great corporate recruiters spend their time.  I’m not suggesting the following list of 23 behaviors are totally practiced by every “great” recruiter…. but>/i> there does seems to be a direct relationship though between these traits and recruiting success. How many of these behaviors are part of your day? Always hunting for great talent (even if not requisition based) Building brand and image (PR work, writing articles, etc.) Coaching, counseling, and partnering with hiring managers Constantly looking to reduce CPH and TTF while increasing choice and quality of hire Developing their personal professional knowledge and skills Effectively reporting and communicating with management Focusing on client and candidate satisfaction Forecasting and anticipating demand for talent Insuring diverse slates of candidates Keeping current with legal requirements Learning and incorporating Best Practices Managing offers negotiation and candidate closings Network in key talent markets Organizing their work using effective project management techniques Performing in-depth candidate evaluations Planning and managing their responsibilities using time management principals Proactively developing internal referrals network Providing hiring managers with talent market intelligence Reading and contributing to thought leadership blogs Segmenting and prioritizing work (high-yield focused while delegating low-yield) Sharing competitive knowledge and talent information with peers Strategically using and managing third parties Using business intelligence research to support their decision...

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