Simple Recruiting - Does technology contribute more to problems than solutions?
There is a question I have been posing to recruiters all over the world that is evoking some interesting answers: What is the simplest recruiting model you could imagine for your organization?
What I mean by this is, how minimal could you go and still deliver good people in a reasonable time? Could you get by with no applicant tracking system and no website? What would you keep and what would you toss out if you were given the task of reducing the recruiting function so that it used almost no resources?
Why do I car
A Summer Case Study, Part 3 - What does the new recruiting function look like?
Part 3 in a 3 part series.
Part 1 |
Part 2 |
Part 3
This week, we once again continue our analysis of the case I presented a few weeks ago about a recruiting director named Ross and the challenges he faces as he grows the recruiting function in a medium-sized, fast-growing organization.
Today I will focus on what a "new" or modern recr
A Summer Case Study, Part 2: Readers Respond
Part 2 in a 3 part series.
Part 1 |
Part 2 |
Part 3
Recruitment process outsourcing is still a subject of debate.
A couple of weeks ago I presented a case study about a recruiting director named Ross and the challenges he is facing as he grows the recruiting function in a medium-sized, fast-growing organization.
Help Ross! A Summer Case Study
Part 1 in a 3 part series.
Part 1 |
Part 2 |
Part 3
A medium-sized organization is in the midst of rapid growth. Through a series of small acquisitions and a vigorous hiring campaign, the firm has added more than 200 people to its staff over the past six months.
Candidate Quality and How to Measure It
For as long as I can remember, recruiters have focused on cost as a primary measure of their effectiveness and value to the organization. The most popular recruiting metric has been cost-per-hire and recruiting functions justify their existence by showing how much less expensive they are than an outsourced solution.
However, this has begun to change. Highly skilled talent is harder and harder to find, and demographic projections still indicate a long-term swing toward a candidate-driven market.
Should You Outsource Your In-house Recruiting?
Smith and Co.'s three recruiters are overwhelmed with requisitions. At the end of last week they had more than 150 open positions to fill, many of them requiring hard-to-find candidates. Most of these requisitions had been open for more than two weeks, and hiring managers were upset.
The Changing Face of Applicant Tracking
Applicant tracking system (ATS) is a curious name for the software that powers most recruiting functions in Fortune 500 organizations and in many smaller ones as well. One would assume that recruiters and hiring managers would want a tool that assisted them in discovering the right person for a position — not a tool that just tracked applicants.
The name is reflective, though, of what these tools are designed to do.