Five Ways to Improve New Market Entry Recruiting: We’ve discussed the difficulties that corporate recruiters – and businesses in general – face when entering new markets. In addition to coping with the unknown from a product, sales and marketing perspective, you need to figure out quickly whether there is sufficient local talent to support your company’s business objectives. A great product, sound marketing plan and sufficient demand are meaningless if you don’t have people on the ground to pull it all together.
Solved: The Problem of Candidate Ownership: Corporate recruiters, staffing firms and other advisors have long struggled over the issue of resume “ownership.” On her blog at ERE, Joanne Gehas raises this issue again, and it’s a thorny one, which will only get worse. The road to this conflict not only results in an increased time to hire, it can come with a direct hard-dollar expense – you may wind up paying for candidates you already have.
The New Corporate Recruiting Badge of Honor: Results: For decades, corporate recruiters have seen full lifecycle management as a point of pride. The top performers, according to conventional thinking, carry the process from open req to greeting the employee on his first day of work. They take care of every detail in between, as well, such as sourcing candidates, formatting resumes and sifting through hundreds or even thousands of responses. The minutiae receive equal weight with crafting accurate position descriptions, understanding hiring manager requirements, developing and implementing a sourcing strategy and determining which candidates are worth meeting in person.
Venturing into the new product or service space can cause profound changes in a company. The company needs to do