Category: Talent Solutions


Using SMART Goals to Get Your Job Search Strategy in Shape

June 16th, 2017

Creating specific, measurable, attainable, relevant, timely (SMART) goals is a great way to organize a job search not only in Delaware, but anywhere you go. No matter where you look for employment, you will have competition. Some of that competition will have industry connections or more experience. However, this does not count you out. If your job search is precise, you may be able to discern opportunities that others pass over. You will pay attention to that crucial detail that the employer is searching for. Also, you will be able to fit your job search into your already busy life.

Here is how to use SMART to get your job search strategy in shape.

Specific

Do not waste your time applying to jobs that you are not qualified for – getting a job is not a numbers game. You will have a much better chance at fast employment by creating a strong network with people who believe in your specific skill set. If you partner with a staffing agency that specializes in your core competency, your market will open up more immediately. However, you need to understand your own core competency first, so sit down and determine your day one skill set before you start sending out resumes.

Measurable

Too many prospective employees do not take the time to quantify their worth to employers. This may sound a bit cold hearted, but we are talking business! If you understand exactly how to measure your worth to employers, you will also have a better indication of the salary that you can draw. You will also be able to more specifically define the temp jobs that are worth your time if you can show your ROI and justify your hourly wage.

Attainable

You may not be able to shoehorn your way into full time employment. However, this does not mean that you cannot have a full time income. Working with the right employment agency can get your foot in the door through a number of temp jobs. These employers may want to take you on full time, or you may find another employer with a stronger resume. The goal is to reach for something attainable and climb your way up the employment ladder, step by step.

Relevant

Stick to relevant jobs and relevant partners. If you focus on your skill set and primary industry, you can develop a reputation. Although you may find the occasional position outside of your core competency, you should not focus your energy in more than one place.

Timely

Being on time is certainly important in the job search market. However, having a timely presence is more than just showing up on the 12. You should have a timely knowledge of your industry that you can communicate to potential employers. There is a reason that many employers are looking to hire Millennials – the stereotype is that Millennials are more well versed in modern technology. Update your resume and your talking points consistently for best results in your search.

Targeting your audience – Arrow and target – Colorful version

Why the World Loves and Hates Executive Search Solutions

August 24th, 2016

The world loves Executive Search because it is easy, with either no or low commitment. In the world of contingency, you may not know my name or company logo but if I have the rare talent you need — you don’t seem to really care who I am all of that much.

Hiring managers (aka an expert in something other than hiring),  are happy to offload and delegate what they don’t like or know enough about — and that includes finding talent. This is strategic right? Outsource non-core tasks. Or is it lazy?

Executive Search Solutions

When people and culture are important to a company, leaders better be up to snuff in best in class hiring techniques. This is the quandary. Leaders and hiring managers know what’s expected of them, but can’t be good at everything. They understand that they are supposed to make talent important, but often don’t have the hiring infrastructure and support in place to be good at it. So, what do they do?

They excitedly or begrudgingly work with Search Firms.

We are your worst nightmare. The world hates Search Firms like mine because the service offers an expensive cost per hire. We are your last resort. Everyone in the business wants to avoid working with the dreaded executive search industry. You brag when you cut our costs. Sometimes it is the goal, lower hiring costs. But at what true expense and impact if you can’t find the talent you need to execute your business?

Nonetheless, you choose this, because you frankly have no other choice. Build expensive, scaled hiring infrastructure or pay someone for one hire who has that hiring process down pat and in place.

Don’t hate me for the honesty. Search firms exist on the fringes of your strategy at best. And I  know some great search firms, including my own. But we know our place. When we win, Human Resources sometimes feels like they lose, that we did their job or something. That should not be the case — the Search process works best when the firm partners with Human Resources and the Hiring Managers. When we are a part of the overall solution-building process. When we are a part of the organizational chart and strategy.

How to Recruit Passive Candidates, Part 2

July 20th, 2016

As discussed, the goal of of sourcing passive candidates is to build relationships with highly skilled pools of talent. You usually won’t find passive candidate resumes online, and engagement requires a strategic and thoughtful approach. So, what can you do?

passive candidate pool First, it’s important to build your pool, and in turn, your network. A great way to be successful is name generation. While resumes are nearly impossible to find, names are not. You know your target candidate, and you know the companies where they work. In it’s simplest form, creating an excel spreadsheet with columns of name, title, company, location, and contact info is a great start.

Use all the channels possible to build your pool; LinkedIn, associations, conferences, company websites, and universities, just to name a few. Put every name you find that is attached to the target industry and expertise for which you’re looking on the list. It can’t hurt to have more than you need when building a pool for passive sourcing.

With your list or ‘talent pool’ complete, you can begin to engage. You can start with your primary targets, or folks you know wouldn’t be an exact fit, but could be a great referral source. Modify your email or message for each set of candidates, requesting their expertise to identify the extremely niche skill set you seek.

More often than not, people are willing to help, point you in a good direction, or even have a colleague who would be interested that you missed. It’s important to be thorough and resilient when sourcing passive candidates, traits that will set you apart from every other sourcer or recruiter in the war for talent.

Need help catching the attention of passive talent?

Request a Recruitment Assessment button

Please Stop Writing about Millennials in the Workplace

June 15th, 2016

Millennials chatterIn five years, a majority of workers will be Millennials. Boomers are retiring or being replaced at a rapid pace of 10-13,000 per day! Everyone talks about how Millennials are going to change work for the rest of us. They have. But the change started long before they came on the scene in large numbers. The only point that matters is that many of us want to work differently. And have been working on it since Millennials were born.

Smart businesses have realized that most of us don’t work for a paycheck. We work for a purpose. Which is why so many of us care about working some place that has a mission!

They say Millennials only care about their growth and new skills. Haven’t we all grown tired of video games and smoothies at work? Food and tchotchkes barely, if ever, really mattered that much compared to how much I liked my job. But, chances to have new experiences? Lead new projects. Learn new technologies. That is what real talent has always wanted.

Nobody can lead like a 5 star general anymore. Command and Control is dead. Communication and ideas must flow freely. And decision making is distributed and pushed out to the front lines, putting decision makers much closer to the customer. This is not new, this is 20 years in the making kind of stuff. Millennials (and the rest of us) want leaders that can coach too and value our whole selves. So please, stop writing and talking about Millennials in the workplace. We get it, there’s a lot of them.

The Many Names of a Talent Acquisition Professional

June 8th, 2016

titles-for-talent-acquisition-professionalAs we discussed last week in What is the Job of a Talent Sourcer?, the world of talent acquisition continues to evolve and with it, so do the roles of recruiting professionals. While the titles themselves don’t really matter, it’s important to clearly define roles within your internal recruiting department. Who does what? When & how often? How do you communicate and coordinate as a team? When building a talent acquisition team, clear allocations of roles & responsibilities is crucial.

But back to the many job titles of a recruitment professional — to prove to you just how many options there are we brainstormed as many names as we could, not including level and geography denotations like “junior” or “regional.” You can also add many more dimensions by adding specific functional recruiting like “technical/IT” or “marketing” and industries like “life sciences” or “healthcare” to define the types of roles and sectors the recruiting professional works with. We excluded words & phrases like “contract” “part time” or “remote”, which do play large part in talent strategy but add too many possibilities to the list. Finally, you can also get pay homage to your culture with creative adjectives like “Off-centered Recruiter” or “Rockstar Recruiter” so we left those out too.

By the end of it, we came up with 154 titles for talent acquisition professionals. Are we missing any? As social media and drip marketing evolves, we are on the look out for new roles & titles that specialize in new sourcing channels in candidate communications/engagement. Comment below if you have a title to add!

  1. Campus Recruiter
  2. Campus Recruitment Manager
  3. Candidate Attraction Specialist
  4. Candidate Attraction Specialist
  5. Chief People Officer
  6. Chief Talent Officer
  7. College Recruiter
  8. Contingent Workforce Manager
  9. Contract Recruiter
  10. Corporate Recruiter
  11. Corporate Recruitment Lead
  12. Deputy Head of Recruitment
  13. Direct Recruiter
  14. Direct Recruitment Specialist
  15. Director – Executive Recruitment
  16. Director – Strategic Resourcing
  17. Executive Recruiter
  18. Executive Recruiting Leader
  19. Executive Recruitment Manager
  20. Executive Search Lead
  21. Executive Talent Acquisition
  22. Executive Talent Sourcing Manager
  23. Experienced Hire Recruiter
  24. Experienced Hire Recruitment Manager
  25. External Candidate Developer
  26. Global Graduate Resourcing Manager
  27. Global Program Manager – Employer Branding
  28. Global Talent Selection Manager
  29. Graduate Recruiter
  30. Graduate Recruitment Advisor
  31. Graduate Recruitment Manager
  32. Head of Campus Recruitment
  33. Head of Client Services (RPO)
  34. Head of Graduate Recruitment
  35. Head of Graduates, Apprentices, & Resourcing
  36. Head of In-house Executive Search
  37. Head of Projects – Talent Acquisition
  38. Head of Recruitment
  39. Head of Recruitment Operations
  40. Head of Recruitment Projects
  41. Head of Recruitment Strategy
  42. Head of Resourcing
  43. Head of RPO Projects
  44. Head of Senior Hires Recruitment
  45. Head of Student Recruitment
  46. Head of Talent Acquisition
  47. Headhunter
  48. HR Manager – Recruitment
  49. HR Manager – Resourcing
  50. HR Staffing Specialist
  51. Hybrid Recruiter
  52. In-house Recruiter
  53. Inhouse Recruitment Consultant
  54. Internal Recruiter
  55. Internal Recruiter – Interns & Apprenticeships
  56. Internal Recruitment Manager
  57. Internal Talent Acquisition Manager
  58. Internet Recruiter
  59. Lateral Recruiter
  60. Lateral Recruitment Manager
  61. Lead Recruiter
  62. Lead Sourcing Consultant
  63. Lead Talent Scout
  64. Leadership Recruiter
  65. Manager – Executive Search
  66. Manager – Talent Systems & Resourcing
  67. MBA Recruiter
  68. MBA Recruitment Manager
  69. Onsite Account Director/RPO Account Director
  70. Onsite Account Manager/RPO Account Manager
  71. People Manager
  72. Principal Delivery Consultant
  73. Principal Recruitment Specialist
  74. Recruiter
  75. Recruiter / Sourcer
  76. Recruiting Coordinator
  77. Recruiting Researcher
  78. Recruitment & Engagement Manager
  79. Recruitment Account Manager
  80. Recruitment Advisor
  81. Recruitment Business Partner
  82. Recruitment Consultant
  83. Recruitment Director
  84. Recruitment Executive
  85. Recruitment Lead
  86. Recruitment Manager
  87. Recruitment Marketing Manager
  88. Recruitment Officer
  89. Recruitment Operations Manager
  90. Recruitment Partner
  91. Recruitment Program Manager
  92. Recruitment Representative
  93. Recruitment Specialist
  94. Recruitment Strategy & Planning Manager
  95. Recruitment Team Lead
  96. Recruitment Team Leader
  97. Researcher
  98. Resource Consultant
  99. Resource Partner
  100. Resourcer
  101. Resourcing & Recruitment Manager
  102. Resourcing Advisor
  103. Resourcing Associate
  104. Resourcing Business Partner
  105. Resourcing Director
  106. Resourcing Lead
  107. Resourcing Manager
  108. Resourcing Partner
  109. Resourcing Program Lead
  110. Resourcing Relationship Manager
  111. Resourcing Specialist
  112. RPO Lead
  113. Senior Recruiter
  114. Service Delivery Manager
  115. Sourcer
  116. Sourcing Advisor
  117. Sourcing Director
  118. Sourcing Manager
  119. Sourcing Specialist
  120. Sourcing Team Leader
  121. Staffing Channels Intelligence Researcher
  122. Staffing Consultant
  123. Staffing Manager
  124. Staffing Specialist
  125. Strategic Recruitment Lead
  126. Strategic Sourcing Recruiter
  127. Supplier Relationship Manager
  128. Talent Acquisition Administrator
  129. Talent Acquisition Advisor
  130. Talent Acquisition Associate
  131. Talent Acquisition Business Partner
  132. Talent Acquisition Consultant
  133. Talent Acquisition Coordinator
  134. Talent Acquisition Director
  135. Talent Acquisition Lead
  136. Talent Acquisition Leader
  137. Talent Acquisition Manager
  138. Talent Acquisition Operations Manager
  139. Talent Acquisition Partner/Business Partner – Talent Acquisition
  140. Talent Acquisition Program Manager
  141. Talent Acquisition Recruiter
  142. Talent Attraction Consultant
  143. Talent Attraction Specialist
  144. Talent Consultant – Executive Search
  145. Talent Data & Research Specialist
  146. Talent Engagement Advisor
  147. Talent Identification Manager
  148. Talent Magnet
  149. Talent Partner
  150. Talent Recruiter
  151. Talent Scout
  152. Talent Search Manager
  153. Talent Sourcer
  154. Talent Sourcing Lead
  155. Talent Sourcing Lead
  156. Talent Sourcing Manager
  157. Talent Sourcing Partner
  158. Talent Sourcing Specialst
  159. Talent Specialist
  160. University Relations Recruiter
  161. University Staffing Consultant
  162. Vendor Management Specialist -Talent Acquisition
  163. Vendor Manager – Recruitment

Need help structuring your talent acquisition department?

Recruitment-Assessment

 

 

 

 

 

 

How is talent sourcing different from recruiting?

May 13th, 2016

recruiter-vs-sourcing-specialistRecruiting in the traditional sense includes at the very least some talent sourcing. Both sourcing and recruiting are often intertwined skills and responsibilities. But more recently, Talent Acquisition strategy is trending toward a more specialized approach, separating talent sourcing and recruiting roles. So what’s the difference between sourcing and recruiting, anyway?

Typically, recruiting includes reworking job descriptions, choosing candidates from a pipeline, leading the interview process, and managing offers and on-boarding. Specifically, recruiting does not often include the proactive identification of candidates outside of the talent pipeline. That pipeline is the product of excellent talent sourcing.

Successful talent sourcing requires a thoughtful and detailed strategy. Identifying, engaging, generating interest, and ultimately building a pipeline of candidates can either make or break the talent acquisition process. Therefore, sourcing talent has become a specialized skill set, requiring in-depth knowledge of techniques, tools, and channels that differ from the skill set and strengths of a recruiter.

Of course, Talent Acquisition thrives on the consistency and collaboration of both talent sourcing and recruiting. Consequently, there is a emphasis on information sharing and teamwork for either to be deemed successful. Don’t be afraid to think about your recruiting process critically — you just may identify a weakness that could be easily corrected.

Time is Leading Recruiting Challenge for Healthcare Employers

April 20th, 2016

Solving recruitment and talent acquisition problems can be, to say the least, challenging — particularly in the healthcare industry, where there’s such a shortage of talent. But what is keeping healthcare recruiting teams from solving talent problems? Time-Healthcare-Recruiting-ChallengeAccording to CareerBuilder’s Pulse of Health Care Survey, 45% of health care employers cited a lack of time as the greatest factor preventing them from solving challenges in their recruitment process.

Here are a few simple strategies that aren’t time consuming to improve your recruitment process:

Job Description: Overhauling a job description or summary can make a great difference in attracting talent to your open roles. Most descriptions are very similar and therefore looked over. It’s important to create excitement in the simplest form of marketing for your job; the description.

Application process: Think simple. Does everyone involved in your process need to be involved? Could your team shorten the initial phone screen? According to OfficeVibe, 60% of candidates have quit an application process because it took too long.

Get help: Often, identifying the right talent is the biggest pain point of the recruitment process. Without talent, there is no recruiting or talent acquisition. Outsourcing your sourcing and talent pipelining to experts could grant you the extra time to focus on solving other problems in the process.

Address your recruiting challenges today.

Recruitment-Assessment

Being Creative with Your Recruiting Model

March 9th, 2016

What is the best way to find talent for your business?

If I had to sum up a talent acquisition manager’s job, it would be with that question. The people responsible for recruiting in 2016 face the challenge of attracting quality applicants in a candidate’s market, keeping up with hiring demands, and ensuring all this work is on budget. You’re expected to have a streamlined recruiting process with consistent candidate messaging representing your employer brand, and you need to optimize that process for each skill set using targeted and up-to-date tools and methods. Easy day in the life, right?

The competitive market is putting talent acquisition at the top of the business’ strategic goals. If you’re struggling with the best way to find talent for your business in any capacity, it’s time to get creative with your recruiting model.

So, what’s the first step?

The first thing you need to do is identifying the business challenge. To create an effective recruitment solution, first you need to uncover the true source of your recruiting woes. Where’s the gap? What are you struggling with most? Maybe you’ve got a streamlined process and a great employer brand but are not having success finding quality candidates for a specific skill set like sales, IT or healthcare. Perhaps you need better job profiles. Or maybe, it’s not clear or obvious to you.

I’ve identified by recruiting challenge, now what?

Once you know what you need to fix, it makes it easier to build a solution. The first option is an obvious one – if you can identify the problem, you may be able to solve it in-house. But when you can’t identify the problem or don’t know how to fix it, there are lots of options for getting creative with your recruiting model. When it comes to working with recruiting providers for your direct hire roles, you can:

  • Find a full-cycle recruiting partner for help for one position.
  • Hand over all of your hiring from start to finish.
  • Break up recruiting by the skill sets you hire or by geographic regions.
  • Unbundle the recruiting process to get help in one area like sourcing or screening.
  • Bring in on-demand help for projects like opening up a new office/branch or launching a new product.
  • Blend any of the above!

Building a Recruiting Solution

With the complicated and diverse nature of recruitment challenges, creative solutions will help meet hiring objectives. If you’re interested in a free recruitment assessment to identify your recruiting challenge, connect with CBI Group today.

Recruitment-Assessment

 

When to Use an Executive Search Firm

March 1st, 2016

When to use an executive search firmWith every hire, companies have the choice to “stay in house” or outsource to a recruiting company. But how do you know where to draw that line? When should you call on a recruiting agency? This article explores seven scenarios when investing in a search firm is a good idea. And while our companies offer many outsourced recruitment models, this blog examines traditional executive search, also commonly referred to as headhunting.

  1. The Most Obvious. Most often, employers call on an executive search firm for really important roles, especially c-suite or executive leadership roles like CEO, CFO, CTO, CHRO, etc. Not only are leadership positions crucial to the success of the business, but it’s helpful to have a 3rd party perspective to avoid blind hiring (sometimes internal team members see only what they want to see).
  2. Underwater Basket Weavers. In addition to executive-level positions, some companies offer such a unique product or service that they require rare skill sets that are essential for driving core, strategic areas of the business. Pop culture may refer to these candidates as unicorns, we call them Underwater Basket Weavers because, well, how many of those are there out there?! Executive recruiters are used to developing a strategy for finding these ‘needle in a haystack’ candidates.
  3. The Search for the Best. Recruiting is one of those things that anybody can do. Just about anyone can find a person to do a job. But if you’re looking for the ideal candidate who will check all the boxes, you need to work with someone who really knows what they are doing. And executive recruiters generally are the best of the best at what they do and will help you find the best candidate, instead of just any candidate.
  4. You’ve tried, but have not had success. Either you have an active search that has been open too long or you’ve used up your knowledge and recruiting tricks and aren’t sure what to do next. Working with a recruiter opens up your pool of candidates beyond your network.
  5. Brand new roles. Generally, companies are used to filling their core positions — why go to an outside firm when you are in a rhythm? But then they create a brand new position in the company and they don’t know where to begin. This is a good time to ask for help from an expert.
  6. Confidential Search. If you have an employee that is under-performing, you may want to start recruiting before you let them go. Or you may need to recruit talent from organizations that your company does business with. In these cases, a search firm can provide the secrecy you need.
  7. Time & Resources. If your ‘day job’ is not recruiting, you may not have the time or focus to dedicate to an important search. Or your day job may be recruiting but you have too many open and not enough time. When you lack the time and resources, search firms are a great resource for giving an executive search the time and resources necessary.

Working with a search firm is not always a necessity. These seven scenarios are common cases for when it makes sense to hire help. After all, recruiting A players can be complex and requires strategy and a lot of hard work.

Need help with a search?

Search-Request-Submit-Button

 

 

 

Why I Hate Headhunters

January 29th, 2016

Let me start with the ironic truth: I am a headhunter. My family has been in the recruitment business since 1971. We are a family of headhunters. And we have helped more than 50,000 people (our customers) with their career and search. Yes, we have helped them find their next role. So I think I have an earned perspective on what I hate about the very field I live and breathe in each day.

I Hate Head HuntersHeadhunters are selfish.
They tell you about how they make money. Or how much they make. Or worse yet, they perpetuate the notion that they are in the headhunting business just to make money. We all want to work with the pompous ass who brags about paying for his cigarette boat with his commision check, right? Headhunters see value in dollar signs, not human success stories – and that makes their actions and goals selfish.

Headhunters sling resumes.
We have all heard the demand from headhunters: Give me your job opening. Pretty please, hand over your hardest job to fill, the one that has been open forever and you have met with 50+ candidates that don’t fit the bill. Yes, that one. Once a headhunter takes the order, they will sling 10 resumes at you that aren’t even in the right job class. All they are doing is clogging up their “client’s” inbox.

Headhunters’ “clients” often don’t know they are clients.
Please just say yes – that you are open to seeing talent. Then, I will call you my client and push talent and resumes your way. There is no partnership here. And, you certainly don’t feel like a client.

Headhunters disappear when you need them most.
Wow, what’s really aggravating? When a hire blows up at the end of your headhunter’s guarantee period. It’s common for a headhunter to guarantee their placement for 60, 90 or some number of days. Headhunters call their customers all of the time. But then they disappear when there is a problem to avoid replacement hires or giving money back.

Headhunters make placements.
They don’t build recruitment solutions. Each placement is a transaction to a headhunter that means a payout. So headhunters build their goals around how much money they want to make, instead of solving their customers problems. Why do you need your next hire? What are your challenges in finding the right person? Headhunters don’t really care so long as they put a butt in a seat.

So yes, I hate headhunters.
The term headhunter is derogatory. But only because people live up to these stereotypes. And people that don’t live in the industry are left to believe that this is what all recruiters are like.

This is not how my company recruits. Quite frankly many good competitors do OK too. But many headhunters, well, they make it a little easier for the Outside-In Companies to make placements. Because we headhunt talent, but we don’t perpetuate the headhunter myth!

Consider scheduling an info session with our Senior Recruitment Consultant and see for yourself how we’re different.

Outside-In® Book List

Review-Us-Blog-02
© Year CBI Group. All Rights Reserved. Site Credits.