Category: Talent Acquisition


CBI Way: The Talent Pipeline Situation

April 22nd, 2015

By Outside-In® Team Member Alex Patton

ID-100248873When planning the direction of your company, one of the most important aspects must be the talent supporting the business. Proactively thinking about the talent that will help drive your business can be a difference-making strategy to be a step ahead of the competition. In turn, building long-term relationships with quality candidates for future hiring, or talent pipelining, can be a critical investment as the job market continues to improve, with another 126,000 new jobs added in March, according to the Bureau of Labor Statistics.

Previously, we’ve talked about the challenge with the growing number of passive candidates – 75% of all candidates, according to LinkedIn’s 2015 Global Recruitment Trends survey, which increases the difficulty of quickly identifying and hiring top talent. Constructing a strong pipeline of candidates in specific industries is a great way to be ahead of the game while also increasing the potential for quality referrals, by spreading the word of hiring inside your business. Instead of reacting to a new requisition by sourcing, screening, and interviewing; having a pipeline of talent knocks out at least the first step of the process, also reducing the time-to-fill.

Additionally, maintaining the passive pipeline by keeping the talent engaged and aware of company openings and happenings can help build your brand, keeping your business on the top of candidate’s minds if their situation should change. While it may be time consuming initially, building your pipelines will become a regular strategy to meet your talent acquisition needs and pay dividends as a long-term strategy.

Stay tuned for the next CBI Way Blog to learn ways to best build your talent pipeline in the new age of social recruiting.

Image courtesy of freedigitalphotos.net.

 

Outside-In® Chronicles: Game of Jobs – Talent is Coming

April 8th, 2015

The Bureau of Labor Statistics recently posted that total nonfarm payroll employment increased by 126,000 in March, and the unemployment rate remained at 5.5 percent. With Game of Thrones Season 5 premiering this coming Sunday, and the staffing numbers on a continuous rise, we decided to bring this blog back from the vault to illustrate that the War on Talent is still alive and well and the battle for quality talent is increasing every day!

Game of Jobs – Talent is Coming

Originally published on April 23rd, 2014

If you look at the numbers in TV and talent of late, it’s clear to see that a lot more people are watching Game of Thrones (#1 download this week of all TV!) Who can blame them? It’s like General Hospital in the middle ages with enough family, fighting, war, and drunkenness to satisfy everyone.

GoT-LogoAnother key insight is that there is a new, more modern war for King’s Landing brewing. This is apparent in the US talent numbers, too. It’s just going to take a little longer for all of us to really notice. Job creation is way up for four straight months, bubbling up in the 40,000 range consistently. The 121,000 announced large reductions in force for the first quarter of 2014 are a 19-year low! And private employment is up, up, and up.Temporary staffing, services, hospitality, technical roles, IT, you name it.

However, no one is talking about it. Unemployment has remained flat. There is an interesting thing about public perception. All perceptions take time to change. I propose that it takes a good six months for the general public to change a perspective. Perhaps you’re always late for work. Everyone in the office knows it. Now suppose you work to change that perspective. And you come in diligently on time or even early! But I bet few will notice. You will still be known as the character that arrives late—for a long, long time. Over time perceptions change. People take notice. Others comment. Someone might even make a joke or compliment you for your efforts. Eventually being late is nothing more than a memory.

In the war for talent our economy has putted along for so long, far from roaring and not quite stopped cold like a Stark at a Red Wedding. Our common understanding is of recession and slower business times. Businesses are doing just OK. Big Companies are hoarding cash for the next growth opportunity. Yes, the stock market is doing well but that is for rich people, right? Or that is my retirement. That does not make my day-to-day life easier or put more money in my pocket. This common view has impacted careers and work systems. Today’s hiring managers have had so many choices from which to hire people, that they still believe it. That perhaps they can always hire slowly. They can always hire who they want. Even offer them salaries or whatever they might want.

Todays Game of Jobs is shifting right before our eyes. Fifteen years ago pundits predicted a talent war around right now. This was a long-term view based on the supply and demand of talent. That there simply were not enough or the right kind of workers available. That this would be a great time to be employed and that this is going to happen. Every day we talk to employers who have an aging workforce; a workforce of allied health workers or of pipefitters and tradespeople that simply cannot be replaced fast enough.

So if you think power changes hands fast with recent Game of Thrones episodes. Well, some day soon the workers will have control and families like the Lannisters will no longer have the advantage as the employer!

Image courtesy of hbo.com.

CBI Way: Tackling a Talent Community

March 25th, 2015

By Outside-In® Team Member Alex Patton

ID-100248481Identifying talent has become more of a prolonged process recently as candidates continue to have more options and opportunities. As of January, the national time to fill averaged just over 25 days, according to the DICE Vacancy Duration Measure. The CBI Way blog has been examining trends in sourcing with over 5 million job openings nationally. And, creating a talent community can be a great way to make identifying candidates more efficient and cut down on time to fill for future openings.

A talent community relies on engagement and inclusion of professionals, usually in a specific industry. Another method of social recruiting, talent communities can create a collection of candidates with a common interest to tap for future opportunities and help drive referrals. Two keys to building a great community are communication and great content to keep the community active and engaged.

Developing a personalized place where professionals can interact with different types of individuals, all holding the same interest is where the “community” aspect comes into play. Active talent, passive talent, hiring managers, and industry experts have a place to share content, discuss new trends, or even offer advice on best practices to land a new job. At first, you’ll be driving the content, but eventually, others will be asking questions, sharing trends, and helping to grow the community. Although you may not seek candidates currently, having that pool of engaged and interacting professionals can help reduce your time to fill.

Growing and promoting the talent community efficiently is imperative. The more the merrier. While it won’t happen quickly, as the community grows, so does the capability to identify the talent that is knowledgeable and most desirable.

CBI Way: Sourcing Beyond the Boards

February 25th, 2015

Guest blog spot by Outside-In® Team Member Alex Patton

In the last CBI Way blog we discussed a few thoughts about RPO throughout this year, touching on where RPO is headed with about 3 million jobs added in 2014. But as employment changes, and the market gears more towards being driven by the candidate, how can we keep up with sourcing talent as active candidates become more passive?

ID-100310115Be creative. Everyone can formulate a Boolean string and pop it into the search bar of a resume board. As the “war for talent” rages on, try to think about ways to source in a more creative and different way than the competition. Creative sourcing to identify passive candidates is becoming more prevalent, and you don’t want to miss out on the talent it can produce. Instead of the job boards, put energy into navigating social websites like FaceBook, LinkedIn, or Twitter to find those passive candidates who may be open to a new opportunity, but have no desire to have their resume out on the web.

Don’t be afraid to try new things. Even when sourcing its important to try new strategies and explore new methods to find your talent. Besides social networks, dive into some research about associations, organizations, or local chapters of the professionals you seek. This may lead you to member lists, networking events, or a new channel to post the opportunity where it will be seen by a more targeted audience.

Great sourcing is about tapping into the talent which often eludes many recruiters. Taking risks, being creative, and trying new approaches while sourcing will help you develop as a sourcer and identify fresh talent for hard-to-fill jobs.

Sourcing doesn’t always mean just scouring the internet. Creating a community of professional talent is an inventive and productive way to have the pool of candidates at your fingertips. Check in next CBI Way blog to learn about how building a talent community can make sourcing and identifying passive talent more efficient.

Image courtesy of FreeDigitalPhotos.net

3 Thoughts for RPO in 2015

January 28th, 2015

Guest Blog Spot by Outside-In® Team Member Alex Patton

ID-100263020After a very encouraging year of employment data in 2014, there’s excitement for this year’s labor market, and in turn, hiring. With just under 3 million jobs added last year, we can expect to see the surge continue in 2015. With that said, how can RPO providers be prepared for increased hiring going forward? And who needs help? Let’s take a look at a few trends to help prepare and embrace the changing landscape of employment.

Technology: Supporting an RPO engagement with the right technology is becoming increasingly important with the rise of predictive analytics and capturing big data. It might be cleaning up and getting the most out of your ATS, or identifying inefficiencies in your direct sourcing tools. Keeping on top of new technology can go a long way to keeping your customer engaged, involved, and committed to the partnership.

Information Security: Sometimes it’s just about what’s going on in the world that identifies a growing market. With the recent security breaches throughout the retail and financial industries, IT security has become an ever expanding role, and is furthering its reach to greater markets, including healthcare, and protecting private patient information.

Healthcare: As an RPO provider, developing expertise within a specific industry can be a great way to attract new clients. According to the Bureau of Labor Statistics, the need for healthcare practitioners is expected to grow 31% by 2022. Attributed to new healthcare legislation and the 10,000 Baby Boomers who are turning 65 every day, the BLS also indicates home health care employment will surge just under 60% to almost 2 million jobs in that same time frame.

It’s easy to see that the 2014 employment situation has created momentum for 2015. There’s new strategies, more jobs, and growing industries contributing to an improving job market. As we see these changes, talent acquisition strategies must adapt. In the next CBI Way blog, we’ll look at the effect 2015 will have on sourcing top talent, and where sourcing is headed.

*Image courtesy of freedigitalphotos.net

1 Out of Every 10 New Jobs is Temporary

January 14th, 2015

ID-100256543The number of US temporary help services jobs rose by 14,700, according to seasonally adjusted numbers from the US Bureau of Labor Statistics. The temp penetration reached another new high of 2.13%. In the Fourth Quarter of 2014, 57,400 new temporary jobs were created. This number represents over 17% of the jobs that were created in December and pushes the current numbers of temporary workers to just ten thousand shy of three million workers!

Seventeen percent is actually very high. Although some months as much as 24% of new jobs created were temporary in nature. However, it is hard to ignore the trends. There is a much higher percentage of creation of temporary jobs than most others. In fact, over the three years, one in ten jobs is considered temporary!

Every single month of 2014 saw an increase in the number of temporary workers. If it keeps up at this pace, could 2.5, 3 or 3.5 % of all employees be temp workers? If the last few years are a predictor of the next few, the answer is most certainly yes.

The business reasons are many. Work is becoming temporary in nature. Scaling up typically follows a ramp down. Work is more about projects than ever before. We ramp up to get big shipments out the door or to implement big projects. Then we scale back.

A business that uses temps has a great advantage to work with talent before committing. In a tightening job market (Yes, we are almost at a natural employment state of 5.5%), this is an effective and productive means of viewing and observing talent while working. This is a great way to select the best performers over time for core roles and functions.

The numbers of roles that are temporary are increasing because every job and pay grade in the company is now a possibility. With specialization in staffing firms and shifting workforce views, being a temporary President, CFO, or scientist is more and more accepted—even coveted!

CBI Way: Job Market Snapshot – Encouraging Employment in 2014

December 23rd, 2014

Guest blog spot by Outside-In® Team Member Alex Patton

With only December’s employment summary yet to be released, it’s been quite a year for the employment situation in 2014. The highest establishment data in years, and unemployment rate lows, these recent employment statistics have been encouraging, and point to a promising year in 2015 for the labor market.  Let’s take a look at this year’s numbers, and where they stand historically.

ID-100256104New jobs added is always a scrutinized figure released by the Bureau of Labor Statistics, and in 2014, we hit some huge numbers. Through November, 2.65 Million jobs were added this year. In November, there were 321,000 nonfarm jobs added, again contributing to the longest streak of job growth on record, 57 consecutive months. The average jobs added per month this year has been 241,000, the highest average since the 1990’s, and by far the highest average since coming out of the recession in 2010. Job growth grew in a number of industries, but Temporary Help Services is a particularly interesting and promising set of data.

Temporary jobs have been steadily on the rise recently, and especially this year. This sector has grown 8.5% since last November, and currently stands at a total of 2.975 Million employees. That total number is a 2.12% penetration rate, or 2.12% of all jobs. Both of those temporary numbers are an all-time high, and can be expected to continually rise with the lowest unemployment rate (5.8%) since July 2008, and healthy, consistent job gains.

The December employment summary will be released January 9th  and it would seem safe to assume that momentum continues. A substantial number of jobs being, the unemployment rate staying consistent, and the possibility of the temporary workforce reaching 3 million cannot be overlooked. Stay tuned for more updates on the employment situation and which industries are hiring most in early 2015!

The CBI Way blog series explores the tools and practices used in Talent Acquisition. CBI Way is CBI Group’s recruiting approach and methodology – it’s how we do what we do! Check in with CBI Way for insights around workforce education and training, the latest trends in recruiting technology, and how to best utilize these tools towards improving your own recruiting practices.

CBI Way: What’s Your Sourcing Strategy?

December 3rd, 2014

With a difficult requisition, sourcing usually requires a new strategy, unless its a position you or your team has worked previously. Sourcing is tactical. It takes critical thinking and an overall strategic focus to be efficient. But what goes into developing an effective sourcing strategy? Let’s discuss a few things to consider when tackling your next hard-to-fill requisition.

ID-10049952By this point in the process, you should have an excellent grasp on the position details, summary, requirements, and the ideal candidate. Additionally, knowing the focus of the client’s strategy is key, be it a long-term or short-term recruitment strategy. As discussed often, constant and open communication with the client is also essential.

Now it’s time to start asking yourself some questions about the ideal candidate you are searching for while executing your strategy. Where would this person be engaging with other industry professionals? Whether it be social media, networking events, associations, publications, etc. Where would you most likely find your candidate “hanging out”? Identifying these outlets is going to go a long way in determining what appeals to and gets the attention of passive candidates.

This part of developing the strategy can lead to approaches you may not have originally established. It is going to be much easier to productively promote and market the opening when all of the outlets most frequented by target candidates are identified and investigated. However, mapping out locations of ideal candidates is just one of the steps to developing an effective sourcing strategy. Check out the next CBI Way Blog where we’ll continue to discuss putting together your approach to sourcing for a hard-to-fill job.

CBI Way: How RPO Affects Your Brand

November 5th, 2014

ID-100221395Guest blog spot by Outside-In® Team Member Alex Patton

The CBI Way series has been discussing the value and importance of strong candidate engagement, and just as important, customer engagement. We spoke to some of the problems that are created with a lack of engagement, such as poor time-to-fill and loss of qualified candidates. Also discussed were a couple tips for curving weak engagement between partners, a daily or weekly meeting, for example. But what about the customer’s brand and reputation when it is outsourcing talent acquisition?

Working in an RPO partnership, the provider is essentially an extension of the customer, which cannot be forgotten. Think about it, the designated recruiters are reaching out to candidates and other professionals on behalf of their customer, even when just networking. While actively recruiting, the brand the candidates hear isn’t the provider’s, but the client’s, the business with the open requisitions. If the candidate feels overlooked, awaiting feedback, not only might he or she lose interest, but the customer’s brand and reputation can be negatively impacted.

Constant communication and alignment is essential to prevent any negative impact that could occur. Commitment to asking questions about the requisitions, company culture, and an equally strong effort from the client can be the difference between success and failure. Gather as much information as possible that can be applied to the job, company, and hiring process during the recruitment efforts, ultimately creating a better candidate experience.

Again, RPO is a partnership, and a commitment to the process and its many layers can be the difference between a frustrating situation and an efficient, brand-building placement.

The CBI Way blog series explores the tools and practices used in Talent Acquisition. CBI Way is CBI Group’s recruiting approach and methodology – it’s how we do what we do! Check in with CBI Way for insights around workforce education and training, the latest trends in recruiting technology, and how to best utilize these tools towards improving your own recruiting practices.

 

CBI Way: What About Customer Engagement?

October 8th, 2014

Guest blog spot by Outside-In® Team Member Alex Patton

Last month, CBI Way brought attention to the problems a lack of candidate engagement can create, especially with millions of job openings. Well, you guessed it, reported by this month’s BLS Job Opening and Labor Turnover report, there were even more (predicted) job openings on the last day of August. Up to 4.8 million, the number of open jobs has an effect on a candidate’s potential options, and reiterates the importance of steady candidate, and customer engagement.

ID-100264594Client engagement can sometimes be overlooked, but in a partnership, active communication can set you apart from other providers in satisfying critical metrics with the customer. Established guidelines in the Service Level Agreement for feedback, timelines, and continuous improvement can be negatively impacted without making sure the customer is fully engaged. A daily or weekly meeting between the two partners is a great way to keep the customer informed, and reiterate the need for quick and thorough feedback.

It’s not difficult for a candidate to become uninterested in an opportunity, or simply think he or she is out of the running, especially passive candidates. That candidate engagement is directly altered by the feedback and turnaround by the customer. As a candidate, would you feel confident after waiting twenty days for feedback following your initial conversation? All parties involved are hurt by poor engagement; with money, quality talent, and ultimately, success, among the casualties.

Diagnosing problem areas or identifying needs for change can also be supported by great communication and commitment. In the next CBI Way blog we’ll identify some of what could go wrong, how to prevent, and if needed, how to resolve problems in an RPO partnership.

The CBI Way blog series explores the tools and practices used in Talent Acquisition. CBI Way is CBI Group’s recruiting approach and methodology – it’s how we do what we do! Check in with CBI Way for insights around workforce education and training, the latest trends in recruiting technology, and how to best utilize these tools towards improving your own recruiting practices.

 

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