How many corporate recruiters do you have on your team? Well, divide that number by three – that’s the effective size of your corporate recruiting department. Because most recruiters manage the end-to-end hiring process themselves, they wind up spending a lot of time on administrative work. In fact, this can consume up to two thirds of a corporate recruiter’s day! By managing administrative tasks appropriately, you could effectively triple the size of your corporate recruiting staff. The key is to distribute your workload to the right people.
Archive for October, 2010
For the past two years, manufacturing suppliers have looked for ways to cut costs – just like nearly every other business. In the wake of the financial crisis, the importance of operating lean was driven home, and every opportunity to minimize expenses was examined. This sort of financial discipline may have seemed to make sense at the time, but the consequences are now becoming clear. Under-staff your company, and you could be exposed to significant risk.
According to a recent support by the Institute for Supply Management – Chicago, “Suppliers have cut staff so much that there is no support team when a failure occurs, the response is slow, laborious and inadequate.”
Finding qualified candidates in this job market can be an absolute nightmare. Unemployment is high, and even those who are working aren’t happy. The economic climate has strained everybody, but there are still opportunities out there worth pursuing. So, when a position does become available, thousands of people flock to it, creating an almost insurmountable challenge for corporate recruiters. Time- and cost-to-hire escalate, and many great candidates are missed.
There has to be a better way!