Archive for May, 2010
Monday, May 31st, 2010
Active job-seekers may be easiest to find, but it’s the passive candidate who can deliver the most value. Because they aren’t looking for something new, the competition for passive talent may not be as intense, so here you could score a real victory for your company’s war for talent. You have to work a little harder to reach your recruiting objective and find someone who isn’t actively seeking to be identified.
Operationally, recruiting in the passive job market comes with unique challenges. As corporate recruiting departments are tasked to run leaner, cut costs and reduce time to hire, the workload associated with searching for passive talent seems impossible. How do you justify to your executives that you should spend more time and resources to discover passive talent, when there are plenty of active candidates eager to be found?
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Tags: candidates, Corporate Recruiting, job market, STREAM, talent market, talent pools, time to hire
Posted in Strategy | No Comments »
Wednesday, May 26th, 2010
With thousands of people flocking to every open req, you’re probably finding at least a handful of promising candidates per position. But, because you don’t need all of them, you wind up leaving some solid people back in the talent pool. Don’t forget about them! These “close” candidates may turn out to be useful later. As the job market begins to thaw, these qualified candidates could be the easiest way for you to source resumes and fill positions faster than the competition – and at a lower cost.
Before diving into the talent pool when you have to fill a position, start by recycling. Take a look at the candidates who impressed you but fell short of the person you ultimately hired. You already have plenty of information from previous interviews, so you won’t have to start from scratch.
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Tags: BYTE, candidates, job market, resumes, talent pools
Posted in Process | No Comments »
Monday, May 24th, 2010
The use of social media by corporate recruiters has surged … as the use of social media by everyone has surged. What’s interesting, however, is how recruiters are using these tools.
The latest research from Gartner reflects 100 e-recruitment software customers, each with more than 1,000 employees, more than $25 million in revenue or both. Within this group, 22 percent said they were turning to social software functionality – instead of their e-recruiting software vendors. Meanwhile, 34 percent indicated that they had no plans to move to social media. Among e-recruiting software vendors, according to Gartner, many have added social media-type functionality to their platforms, and almost all of them have it on their roadmaps for future versions.
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Tags: BYTE, Corporate Recruiting, Facebook, Gartner, HR outsoucing, HRO, LinkedIn, outsourced recruiting, outsourcing, recruiting outsourcing, recruiting software, ROI, social media, social networking, software, Twitter
Posted in Series Index | No Comments »
Wednesday, May 19th, 2010
Gartner’s 2009 “Magic Quadrant” for recruiting software provides a number of insights for corporate recruiting professionals. In addition to learning who the market leaders are – and which are on the rise – you can get a sense of what the recruiting market values. Taleo remains the clear frontrunner, according to Gartner, but the action below is what’s fascinating.
1. StepStone: This vendor has moved into the Magic Quadrant, signaling a strong move for the company. It’s now one to watch.
2. Bernard Hodes Group: No longer a “visionaries” company, this vendor has fallen back into the “niche players” quadrant.
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Tags: ADP, Barnard Hodes, BYTE, Corporate Recruiting, ERP, Gartner, Kronos, magic quadrant, Mr Ted, Oracle, outsorced recruiting, PageUp People, recruiting, SAP, software, StepStone, Taleo
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Monday, May 17th, 2010
Over the past year and a half, a difficult economy has led to budget cuts, layoffs and a profound sense of uncertainty. These are not the conditions that lead to satisfied employees.
Morale has taken a hit in almost all businesses, and the lack of available positions has forced many to remain in place, even though they’d be thrilled to decamp for greener pastures. When a position does open up, the flood of resumes is daunting, and you still might not find a great fit for your position. The solution is not to use traditional recruiting methods. Instead, go out on the hunt for employees who are currently employed but are ready for a change.
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Tags: candidates, Corporate Recruiting, employee morale, employees, HRO, key employees, outsourced recruiting, recruiting, recruiting outsourcing, STREAM, talent, talent pools
Posted in Strategy | No Comments »
