As recruiting leaders, we’ve tapped every source for talent out there to help our businesses hire the best: from agencies to LinkedIn, catch-all job boards to niche talent marketplaces. We invest an average of 10% or more of our annual budgets on marketing to capture active candidates, and yet most (if not all) companies must still deploy a passive search strategy to boot. However, there is one stone left unturned and it’s a well-kept secret among the most data-driven Fortune 1000’s. What is this sacred talent goldmine, you ask? Your own employees!
Consider this scenario: one of your team members gets an email from a corporate recruiter a few blocks away. The recruiter has a practiced elevator pitch, says something that resonates about an exciting role with new challenges and more responsibility, and all of a sudden, your prized team member is surreptitiously meeting them for coffee on a Friday afternoon. It’s happening in cafes across America as we speak.
Perhaps we’ve all accepted turnover to be an unavoidable challenge as leaders of top talent; our superstars will inevitably get snatched up by our fiercest competitors. Yet instead, imagine if that email had come from a recruiter within the employee’s organization. We should take a cue from our competitors who are already sourcing from our employee population: we must source from this talent rich pool, as well, or lose top talent to them. Continue reading “The Best Talent Pool Your Recruiters Aren’t Using”
If you don’t have a data-driven HR process today, you will in the future. According to Josh Bersin, “your ability to harness and understand the data about your people is becoming core to HR’s mission” (check out his blog post here: The Bold New World of Talent: Predictions for 2016). With that in mind, it’s no wonder that most leaders I encounter tell me that they are looking to make a shift to a new ATS that will streamline recruiter process and improve data capture for the future. Continue reading “How to Avoid the Biggest Cost of Switching Applicant Tracking Systems”
In the increasingly competitive market for top talent, aptly coined the ‘War for Talent’, retaining top HR and Recruiting professionals is just as challenging as it is for the business groups we support. Ambitious professionals have their pick of employers. Let’s assume that you’ve succeeded in attracting and subsequently hiring a superstar. Your next challenge is to keep them. To maximize retention of the all-time greats, how does the best leader run his or her team? In three words: like a startup. Continue reading “Retaining Ambitious Talent in a Conservative Organization”
Great agency recruiters are experts at their craft. They know the market, are outstanding at building relationships, and deeply understand their clients. While there is clear value from the best agency recruiters as Talent Acquisition’s strategic partners, the premium paid for their services can often prove unwieldy in the face of doing what most leaders are charged with — achieving ever better results with less dollars. Continue reading “Cut Agency Spend by Increasing Agency Value”
If you’ve landed a leading role in the Talent Acquisition function at a new organization, you’ll want to make sure you’ve checked off these 5 best pieces of advice from fellow TA leaders. Whether your role is regional, national or global, and whether you are a first-time or veteran director, here are a few basic practices that top TA leaders employ in their first 100 days to ensure their organizations and teams are set up for long term success.
Continue reading “Best Tips for the first 100 days of HR Leadership”