We can always assume that potential is contextual, as we have potential for some jobs but not others. However, here are 3 criteria that we can use to identify individuals who are consistently able to evolve to the changes that companies face.
More and more companies are turning to Recruitment Process Outsourcing (RPO) services to help them optimize their resources – receiving better candidates for a fraction of the price of a traditional head hunter. RPO services also work alongside your internal HR department to help you find the perfect fit for your organization, without candidate grooming or coaching. By paying for the process and not the person, you’re sure to generate better results.
Call us with your top two most hard-to-fill positions, and give us 10 minutes to create a couple of fresh ideas to help increase your candidate response. It won’t cost you anything but 10 minutes!
Research done correctly can help you pick the perfect hotel, see a good movie, eat at a delicious restaurant, drive the right route – and hire the ideal candidate. Market research has evolved significantly, particularly in the human resources sector, thanks in part to the overwhelming amount of information readily accessible. Now, how to leverage that research and HR data to develop proactive talent acquisition strategies.
Recruiters have to do more than ever to successfully attract and engage top talent. The good news is there are best practices that recruiters can borrow from their marketing colleagues to make a significant impact on building their candidate pipelines.
Our new quick guide How to Attract Top Talent With Personas and Content shares strategies taken from marketers’ playbooks that use recruitment marketing to attract qualified leads (candidates). Here, we introduce inbound marketing practices to manage the full cycle of lead generation and ultimately conversion – what recruiters call “sourcing” and “hiring.”
Know Your Target Personas
The first step to integrating inbound marketing strategies into your talent attraction efforts is to know who you are targeting. For recruiting and HR, personas (segments) translate into different types of job seekers – from software engineers to sales professionals. Not all leads are created equal, so it’s important to understand your target personas according to where each respective lead is in the “buying” cycle, or in talent acquisition’s words, candidate journey.
I’ve never been a big fan of the talent community concept. I get the idea. It would be nice if jobs, careers and companies were interesting enough to support real communities. A real community in my opinion, enables everyone to be able to connect, communicate and set the agenda for conversation. Whilst there was a lot of talk by companies wanting a community, what most really wanted was a talent network. The talent network can be defined as up and down communication between the recruiters and potential candidates when the messaging is relevant. Companies like AT&T have done a great job of this by utilizing technology like Findly, that enables a simple sign up and the segmentation of data.
I’ve been thinking a lot recently about the Talent Tipping Point, and what this might be for different organisations.
After the housing bubble burst in 2007, banks were required to make several changes to address the needs of their customers. One major initiative that stemmed from this crisis was the single point of contact (SPOC) regulatory requirement, announced in 2011. The SPOC required banks to provide any borrower seeking to avoid foreclosure a one-on-one relationship with the organization. In response, banks were forced to make significant hires. To make matters more difficult, prior to 2011, there wasn’t a defined career path or pre-existing role that fit the qualifications required for these positions, making them extremely hard to fill.
There’s something therapeutic about empathizing with others over shared awful experiences while recruiting for talent – especially if you can also share solutions to prevent those experiences from recurring.
Below, you will find some of the major recruitment mistakes that are often committed out in the field, along with some approaches to fixing the mistakes. If you’re experiencing a turbulent recruiting operation – or you just want to take a few minutes to learn about the solutions to costly and common recruitment mistakes – then read on.
Every employer knows the costs of a bad hire. The impacts are accounted for in time, money and morale. The financial costs in particular are severe: recent estimates from the Association of Certified Fraud Examiners’ Report to the Nation indicate that a typical organization loses 5% of its revenues each year to occupational fraud, with more than 20% of the cases suffering over $1 million in losses. As a result, a bad hire can be crippling for businesses large and small.
In the US, background checking has proven to be an enormous benefit to employers in mitigating this risk. A report published by HR Management Magazine documents the ROI of dollars spent on background checking as 937%. According to the US Small Business Administration, for every dollar an employer invests in employment screening, the return on investment ranges from $5-16, resulting from improved productivity, reduced absenteeism, lower turnover – and decreased employer liability. The economics of background checking are simply too striking for employers to ignore.
Here are three powerful reasons why you should run a background check on all your candidates:
We’ve all been candidates at one stage. It’s a rite of passage. If you are not one of the lucky few who have been offered a position through a family member or friend, you’ve probably submitted a CV online through a job board or applied through a company website. At this stage you’ve entered a labyrinth of twists and turns and sometimes a pit of despair, and so find yourself asking – Is my application being looked at? Do people care? Why did I never receive a call? Why is my self-worth so horribly damaged by all of this?
It’s a job seeker’s market, and candidates can be more selective than ever about the jobs they take — and the jobs they apply for. In fact, many job candidates aren’t willing to spend more than 15 minutes filling out an online job application. That’s because most online applications are long, tedious, and, in many cases, totally unnecessary.
Look, we get it: Filling out all those little boxes on an online job application isn’t anyone’s idea of a good time. But how bad can they really be? As it turns out, pretty darn bad.
A recent study revealed that three out of five respondents surveyed found online job applications more difficult to fill out than applications for mortgages, health insurance, and even college admissions. Ouch.