Perhaps one of the downfalls of companies’ recruiting strategy is this elusive idea that external talent is “sexier” than the talent already in the company. Recently, there has been a lot of focus on the need to grow your own talent as a way to increase engagement and keep hiring costs in check. There areContinue reading “Increase Employee Retention – Create an Internal Career Advisor!”
Talent shortage…. These two words strike hysteria in organizations which almost always leads to War Room meetings and perceived Defcom status levels. I’ve found that when organizations use the term Talent Shortage, they actually have a problem with their recruiting strategy. If you find yourself experiencing a Talent Shortage, ask yourself these three questions.
The key to talent acquisition metrics is measuring what counts. I know it sounds redundant to say but there are a lot of recruiters and talent acquisition teams measuring the wrong metrics.
One of the key principles in Sprint Recruiting is the use of Work in Progress (WIP) limits to help manage candidates through the process.
I’ve already confessed my obsession with analytics on this website in previous posts so it should be no surprise that I am writing another article on the topic. I shared in a recent post the convergence of Data Analytics and Recruiting based on my experience using the Visier platform. I had the opportunity to participateContinue reading “The Ultimate Recruiting Metrics Dashboard-A Review of Visier’s Talent Analytics Add-on”
What does a headhunter do? I’d like to give some perspective from two different angles: for their client and for the candidates.
Every morning can either set you up for success or chaos. Most of us in talent acquisition tend to have a touch of ADD which means we rarely like the word routine. Like it or not, to be successful, a recruiter needs to have a morning routine.
My job is to ensure all of my clients are happy but about 80% of the time, the obstacle to filling the job is not the shortage of talent or the lack of talent but rather, the length of time it takes for managers to provide feedback on the talent. I find a lot of managers don’t understand why it’s important to provide quick feedback on candidates.
Most people are freaked out when they are surfing Facebook or another site and find targeted ads related to a product they were researching earlier in the day. Ok, I’m a little freaked out but I am also amazed at how companies know to bring content to me based on data. I guess that’s why I love the topic of data analytics & recruiting.
If you find yourself overwhelmed by your workload, try breaking it down to smaller, bite-size pieces and work in a sprint. Try limiting your sprint to one or two weeks and measure your results. That’s where Sprint Recruiting becomes your secret weapon!