Category: Recruitment Process Outsourcing

How do you handle peak hiring?

September 30th, 2015
Guest blog spot by Outside-In® Team Member Alex Patton

Last quarter, an average of 221,000 jobs were added per month, which means many companies experienced and are experiencing increased hiring. After a recession and many years of slow or stable growth, companies with or without HR teams have been able to handle the steady hiring. But now, for companies that are experiencing fast-growth, those same teams are entering unknown territory. Some don’t have the time to add more recruiting to their plate. Others don’t have their recruiting process ironed out and the increased hiring shines a spotlight on those gaps. And, many aren’t sure whether to hire new recruiters to their staff because they aren’t sure when the peak hiring period will come to an end. No matter what the recruiting challenge is, companies are left to wonder, “How do we handle peak hiring?”hiring peaks

If you’re thinking, “this is too much for us to handle, let’s outsource” — then you may consider an RPO solution to meet the needs of a new office, new product, or quick growth. While Recruitment Process Outsourcing can be quite effective, it’s not the best solution to jump into when you need quick results and expect it to take all your pain away immediately. Getting the internal support and dedication to fully engage with your RPO partner is important and takes time, and it also takes longer to implement this type of outsourced solution.

The good news is, if you are experiencing a spike (whether you expected it or not) you are not alone. There were five million hires in July, according to the Bureau of Labor Statistics, adding to more than 10 million in the previous two months. So, how are companies handling all that hiring? The contract recruiter model is well-designed for peak hiring. An on-demand recruiter with experience in your recruiting niche, is used to coming into an unknown environment and is able to get up to speed quickly. Additionally, at CBI Group, our contract recruiters have their own technology “tool-kit” to utilize and are backed by our Outside-In® team and therefore able to rely on our recruiting and research teams. As an alternative to a complete outsourcing model like RPO, on-demand recruiters can be project-based support that fully integrates into your team and culture.

The inevitable peaks and valleys of hiring can create an unbalanced workforce. A specialized recruiter can provide unmatched flexibility and expertise for just about any situation, including hiring spikes. With varying levels of experience, industry expertise and cost, strategic approaches to talent acquisition partnerships can help shape your business immediately and down the road.

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Do your recruiters use the “Recruitment Bulldozer” method?

August 12th, 2015

Outside-In® Chronicles: Originally published with the title Look out for the Recruitment Bulldozer! four years ago this month. Are you a recruiter that bulldozes candidates? Is your company running over candidates to fill jobs? Here’s a suggestion for a more Outside-In® way to recruit. But first, let’s explain what we mean by bulldozing!

Over the years, I have coached many talent acquisition professionals. One of the soundbites that I’m typically heard saying is, “don’t bulldoze!” What do I mean? Recruiters are tasked with presenting our company, knowing what the hiring manager is looking for and understanding technical terms to have knowledgeable discussions with prospects. Once we are prepped for an interview, we get so excited to share what we know, that we tend to pitch the job. This usually sounds something like, “Hi John, I am Chris Burkhard from CBI Group and I am recruiting today for underwater basket weavers.”

The challenge with the job pitch approach is that it doesn’t leave a good next step. If the person is not interested or does not have the right skills, we need to quickly transition to asking for referrals or help with networking. The problem is that with this approach, the majority of recruiters never talk to that person again. We keep plowing ahead for the talent we need for the requisition in front of us. We just keep running callers over to find what we want.Bulldozer Front RetroAfter I say, “Don’t bulldoze” and I have the recruiter’s attention, I suggest a more Outside-In® way to recruit. I certainly did not invent this approach but I have refined it over the years to be more customer centered.

How? Flip the conversation around and focus your conversation on the caller. Find out what matters to the job seeker. What are they trying to accomplish in their career? Focusing on them typically sounds a little different. “John, I help talented underwater basket weavers achieve their next career objective. Could we spend a little time finding out about you and what you might be interested in?” This approach requires a lot of time, energy and curiosity. But isn’t finding out what the person wants helpful to determine if your current opening is a fit right? If not for this req, then perhaps you can be honest and talk in bigger terms — about where your company is going and how the future might involve them.

The focus shifts to building a relationship with the talent. To building potential pipeline. This makes tomorrows’ recruitment easier and this is where good recruiting takes shape. It means you truly know your talent in the marketplace and particular people come to mind when open requisitions fit their career goals and objectives.

It may seem so much easier to take the Bulldozer path. I hear it over and over again, “I do not have the time and I have jobs to fill.” But I think the typical recruiter has it all wrong. None of us should have the time to do it wrong the first time. Recruiting talent and getting to know prospective candidates is what recruiters should and must do to differentiate. No more bulldozing please!

CBI Way: Improve Your Sourcing Efficiency

July 15th, 2015

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

Sourcing and identifying qualified candidates can sometimes be tedious, frustrating work. While this isn’t groundbreaking news to many in the talent acquisition world, it is also a pain point that can be resolved by taking a step back, and examining your sourcing process. By identifying the defects or weaknesses in your sourcing process or strategy, you can create a more polished, more efficient method to your sourcing madness.

Creating a sourcing strategy can contribute to smooth, effective, and efficient sourcing. However, if there is a defect in your process prior to executing the strategy, a well thought out plan can only do so much. For example, it’s important to completely understand the job requirements, specifications and responsibilities before moving forward. When you jump into sourcing without a total comprehension of the job, your time invested can easily become a wasted effort. And that wasted effort will likely negatively impact your overall success. sourcing-efficiencyBeyond the initial strategy, you may also want to look at your sourcing metrics to measure how different sources are performing.

Posting job opportunities can be a great way to have candidates quickly pipelined. And job boards can still be effective, with 25% of job seekers saying that found their job by responding to a job board posting (International Association of Employment Web Sites). However, in 2006, that same survey said more than 31% of job seekers had the same response. So, how can you improve your efficiency with posting jobs? Think about your sources for posting. Not all resumes or applications are a fit for you position, and when you have a lot of “rejects” it will negatively impact your efficiency. While it doesn’t seem like a huge problem, every resume you must review as a sourcer, takes away from time you can be digging for candidates you know are an ideal fit. Can you eliminate a source that doesn’t produce quality candidates?

Sourcing is critical to the recruiting process and strong sourcing practices help ensure you meet critical metrics with regularity. Ultimately, weaknesses in your sourcing process can hurt your efficiency as you continue to execute your strategy. Don’t be afraid to take a breath, step back, and identify any defects that you may be overlooking while digging deep in the depths of the world wide web. Afterall, information is the critical ingredient to improve efficiency.

Have you heard about our talent pipelining service, talentSOURCE? Learn about the sourcing service and benefits by downloading the talentSOURCE PDF.

CBI Way: Engaging Your Talent Pipeline

June 17th, 2015

By Outside-In® Team Member Alex Patton

Just as important as getting your talent pipeline started is keeping that same pipeline engaged with your business. Long before a position that needs to be filled quickly opens, you should be building relationships with the talent pools you’ve created or identified. There are number of ways to engage your pipeline. The methods that will work best for your talent pipeline will probably depend on the type of candidates that are in your pool. Let’s take a look at two strategies for engaging those candidates; social media and in-person networking.

According to a survey by ERE, just 38% of employers continuously recruit throughout a year. Talent pipelining is almost exactly that; keeping in touch with quality candidates, and forming a relationship that could pay dividends in the future. Your pipeline is like your business’ network. Think about sponsoring live networking events at a local college and give young professionals an inside look into your business, its values, and its goals. If you’re recruiting healthcare workers, promote an event for healthcare workers to your healthcare talent pipeline. Set a meeting place, a speaker, and an interesting presentation on new trends in the medical field, and explain the value the information could provide. Follow up the event with an email survey to the attendees in your pipeline and ask them to rate their experience and if they would attend another similar event for medical professionals.

The combination of personal networking and social media content can go a long way in keeping your pipeline engaged. The candidates could be interested in the next event or may be looking for more relevant content about their industry or even your company. Don’t forget to use social media and web content to your advantage. It’s easily accessible, simple to send out, and is a critical tool for keeping your pipeline aware and engaged.

Have you heard about our talent pipelining service, talentSOURCE? Learn about the sourcing service and benefits by downloading the talentSOURCE PDF.

Goodbye Job Boards

June 15th, 2015

The improvement of the economy is shifting the control back into the hands of talent, which means job boards are no longer the leading source of hire. Watch this video to find out what you can do to prepare for the death of job boards.

Download our Free White Paper – The Shifting Job Market: Preparing for the Death of Job Boards to learn how to create a sourcing strategy for identifying passive talent and why you shouldn’t start recruiting without one.


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

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.

Have you heard about our talent pipelining service, talentSOURCE? Learn about the sourcing service and benefits by downloading the talentSOURCE PDF.

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: 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.

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