Category: Talent Acquisition


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.

 

CBI Way: More Jobs, More Candidate Engagement

September 10th, 2014

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

Recently, the idea of an improving economy and job environment  has been mentioned often, with the support of statistics released by the Bureau of Labor Statistics (BLS). Along with the aforementioned numbers, we’ve spoken to the challenges of sourcing and recruiting within a changing employer/employee market. To support strategic sourcing techniques, there are a few ways to keep potential candidates (and customers) engaged while there are 4.7 million open jobs.

That’s right. According to the BLS, there were 4.7 million open jobs on the last day of July, 2014. That is more than any time since February, 2001. The increasing number of open jobs has also led to the lengthiest time-to-fill average nationally in thirteen years at 24.9 days, according to Dice Holdings, Inc. recent survey.

ID-100249000We are all aware that time is money, and time-to-fill is a critical metric when recruiting. A great way to cut down on the time-to-fill a job, continuous engagement with the candidate and customer, should be a point of emphasis. Specifically, those passive candidates, who again, have other options with 4.7 million jobs currently open. Keep the candidate involved in the process, don’t let them slip away and let your job contribute to that lengthy average time-to-fill. Respond quickly, keep them informed, and help your candidate understand the process. Keeping a candidate guessing is a great way to lose interest, think, “more is always better” when considering engagement with passive candidates.

Candidate engagement isn’t alone when trying to cut down on a lengthy time-to-fill. The customer can also become “lost”, and keeping your customer completely engaged should not be overlooked. In the next CBI Way blog, we’ll explore how to keep the customer engaged, and the factors than can be influenced otherwise.

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: Strategically Sourcing for Success

August 13th, 2014

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

It’s well known that sourcing is an integral part of any recruitment strategy, the groundwork for generating quality candidate pools and identifying top talent. In the last CBI Way blog we discussed the growing trend of passive sourcing, coinciding with decreasing unemployment and a large number of jobs added. Passive sourcing is strategic, it takes time, and a well thought out plan. An essential technique in sourcing passive candidates is promoting the opportunity through your network, not just targeting those individuals who might be a great fit.

ID-100164388Promoting your opportunity includes reaching out to varying professionals. Creating excitement, generating interest, and establishing relationships with individuals who you feel may be that quality talent you are looking for is effective, but strategic sourcing is about thinking outside of the box as well. For instance, who might be the professionals in your network who tend to work with the type of people who would be interested in the opportunity? Are you searching for an architect with experience in hi-tech industries? Try connecting with electrical engineers who have worked on pharmaceutical or medical laboratories. Ask for their expertise and suggestions for identifying qualified individuals. Sure, they’re not an architect, and neither are you; but, chances are they have worked closely with professionals in that field during their career.

Thinking critically and objectively when strategically sourcing is key to success. There is more than one way to obtain the information for which you are looking. It is easy to think about a new requisition with a singular focus on that specific talent. But that individual is not always right in front of you, and finding alternative methods and sources of great information can be the difference between impressing the client, and underwhelming them.

CBI Way: Employment Situation and Talent Acquisition

July 16th, 2014

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

The recent June employment situation released early this month has shed some new light on the workforce changes occurring since the new year. Another 288,000 jobs (predicted) were added in June, marking the fifth consecutive month more than 200,000 were added. According to the Bureau of Labor Statistics, this is the first time since September, 1999 to January 2000, this has happened, almost fifteen years ago. Additionally, the 1.4 Millions jobs added in the first half of 2014, is also the highest number since the first half of that same year, 1999. Equally impressive is the unemployment rate of 6.1%, which has fallen 1.4% over the past year, the sharpest year-to-year decline in almost three decades, according to the BLS. While exciting, the report not only tells us something about the improving job market, but also speaks to the evolving and challenging world of sourcing and recruiting. In this CBI Way Blog, let’s first discuss the groundwork, sourcing.

ID-10098602More jobs and a lower unemployment rate means less candidates who are actively pursuing a new opportunity. As a refresher, active candidate sourcing is related to those candidates that are unhappy, concerned with their job security, or unemployed, for example. Active candidates are easier to find, as not only are they likely looking for you, the employer, but you are searching for them. Resumes are easy to find and applications aplenty. On the other hand, those candidates which are happy, fully employed, and not thinking about possibly making a move, prove much more difficult to identify, but are often the type quality talent being sought.

Passive sourcing is about generating interest, creating excitement, and establishing relationships, and networking with candidates about the opportunity. Whether by phone, email, or social networks, passive sourcing requires a focus on the candidate. Creating a strategy of who to target, where to target, and HOW to target these individuals is key. Where are they in their career? What sparks their interest? Who may they know? These are some questions that could potentially help with marketing your opportunity and employer brand in the best way possible. Still not interested? Make sure to express your desire to help if they may ever be in the market, or if anything changes in their career. The stronger network you have, the more options available to proactively source and engage the marketplace of talent.

CBI Way: Improving RPO with Metrics

June 11th, 2014

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

Throughout the last CBI Way blog, we examined the importance of setting the partnership up for success with thorough guidelines for the duration of the engagement. A significant part of the guidelines mentioned related to measuring success with key metrics and reporting of that crucial data. While a few metrics for a successful RPO were discussed, every partnership is different, and there are certainly a number of ways to support success.

ID-10082598When “Teeing Up Success”, the metrics incorporated can vary and may not be traditional. We cannot improve what we are unable to measure. Therefore, choosing the correct metrics for your partnership can drastically improve the process and flow of an RPO engagement. Allowing certain areas of focus to grow along with the partnership can only help both parties’ main objectives be successful. For example, source of candidates is decisive for improving any recruitment solution. Not seeing the same number of quality candidates that were originally presented? It is easy to take a look at the sources from which the best candidates were obtained, whether job board or a more passive candidate approach. If tracked and reported, that data can help alter the sourcing strategy to become more effective.

There are number of metrics that could be tracked and reported to help improve any lapses in efficiency and effectiveness. Time between steps of the RPO process is another example that is hard to overlook. This could be the number of days between kick-off and hire, or submission date to interview day, and many more. Reporting the duration between the key points in a recruitment cycle can help identify where a gap in the business may lie.

Metrics and reporting give you the capability to not only provide your client, but also your own internal team, with data that can translate to improvements in the project. And as discussed in our earlier CBI Way blogs (Building Blocks of RPO Solutions and Post-Implementation Success), the flexibility to alter, change, and then improve the partnership is one of several benefits or advantages of an RPO solution.

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: Teeing up a Successful Partnership

April 30th, 2014

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

With continual encouraging data regarding labor and employment, the mindset of employers may be leaning optimistically toward more hiring. Of course, there is bound to still be apprehension when considering the hiring of more talent, or the partnering with an RPO provider. However, there are few simple steps to guarantee success before completely engaging in a partnership.

Untitled-7A partnership can be defined as an association of two or more parties, and when talking RPO, it usually includes many more people. To best guarantee success prior to implementation, determining all peoples involved is essential. As a customer, knowing all the moving parts of the service you are purchasing leaves nothing to the imagination, very comforting for a business that may be engaging in their first RPO initiative. As the partner, it’s important to be aware of who might be your source of feedback, points of contacts, and who could possibly be helpful if another person involved is out of the office. Knowing who is involved helps keep an RPO engagement sound, smooth, and clear.

Part of ensuring an effective and fluid RPO integration is the defining of Key Performance Indicators (KPI) for the duration of the engagement. Usually worked into the Service Level Agreement, which we discussed in a previous CBI Way blog, these indicators may not necessarily be binding, but more of a longer term measure of success on a weekly or monthly basis and reported back to the client.  A great example of a KPI would be the candidate to interview ratio. In other words, how many submitted candidates turn into an interview with the client. By measuring non-binding indicators there is opportunity to manage and improve throughout the engagement.

Of course, there are more tools and steps to ensure success before implementation and contract signing, whether small-scale projects or full enterprise RPO. But by determining a focus on what is most important to you as the client and laying out the working parts (people) of the upcoming partnership, a high performance engagement is imminent.

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. 

Game of Jobs: Talent is Coming

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.

4 Things The Avengers Taught Me About Talent Acquisition

April 9th, 2014

By Outside-In® Team Member Caitlin Olszewski

TAMarvel2Anyone and everyone in the industry knows that finding superhero talent is rare and extremely hard to do. When looking for new talent you need to ensure that their skillset can coincide with the team and work together to fulfill the purpose of the business. Each member of your team must bring a unique expertise that ultimately strives for the success of the organization and the growth of the company.

Here are some things to remember when looking beyond masks and capes:

1. Superhero powers are rendered useless if not harnessed and executed properly. Nobody wants a hulk candidate smashing everything in sight, or an archer that cannot master the skill to hit a target. It’s important to look for talent that not only meets the skill requirement, but also has the proven ability to use said skills in action. Screen for specifics and ask for examples of a time your candidate used these skills to overcome common obstacles in your industry.

2. Resumes can be deceiving. Sure, they graduated top of their class from MIT and have two master’s degrees under their armor prior to the age of 19. That doesn’t mean the man behind the iron is the right person for your team or a cultural fit for your company. Face to face interviews with the entire staff are crucial. Bring them into your office and see how they interact with every single person in the company and try to weed out any signs of evil.

3. Candidates must be up to date on all technology and facets of your industry. Although your super serum-enhanced candidate can wield a shield and have an unprecedented patriotism toward your company, they may have been asleep for the last 70 years when it comes to current technology and practices. Whatever your industry, it’s important to troll for candidates that are ahead of the game and know “the next best thing.” If your stellar candidate is slightly lacking in this category, make sure that they have the willingness and drive to learn quickly.

4. Always be comfortable with being in BETA. A company’s work is never “finished”. Look for candidates who can wear multiple suits and focus towards creating a 2.0 improved version. Businesses boom when employees are superhuman and innovative. Troll for candidates with diverse backgrounds within your industry and you can bet on an unstoppable force of business growth and development.

You don’t need Charles Xavier or Cerebro to locate your next talent. At Outside-In® Companies, we offer Blank Sheet of Paper Recruitment Solutions that are completely customizable for your needs! We can help you.

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