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What makes a person an outstanding talent leader? Is it the ability to set a vision, develop a strategy, or manage a budget? Or is it something much less visible and subtler? Leadership is not something we are born with, although we may have a general aptitude. It takes insight into what leadership is all about and the desire to practice it in a deliberate, thoughtful, and consistent way to become good. The points below amplify what I have learned from many successful leaders over the years. Rule #1: You Are Not a Recruiter Anymore Leaders cannot be technical experts and expect their functions… Read more...

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RPO, recruitment process outsourcing, has been growing by leaps and bounds over the past two years.  Large and small RPO firms are enjoying a boom as more and more firms turn toward outsourcing much, if not all, of their recruitment.  RPO is the process of fulfilling all or a segment of a client’s recruitment needs using outside, non-employee recruitment professionals. Some RPOs completely replace the corporate recruitment function and others just recruit for a specific function, thus reducing the need for the organization to hire specialized recruiters.  Many firms have chosen a RPO partner … Read more...

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According to the U.S. Labor Department, 2.1 million people resigned their jobs in February, the most in any month since the start of the Great Recession. This is startling given that the economy is not strong and that millions are out of work. The natural inclination would seem to me to be to hunker down and hang on to the job you have, no matter how bad it is. That is what happened in previous recessions. Yet these were disgruntled, unsatisfied, and unfulfilled people who voluntarily, many without other positions or jobs lined up, chose to leave. In discussions with some of them, I heard talk… Read more...

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Never before has the time been riper for recruiters to make a real difference to the profitability of their firms. The differentiator between profits, innovative products, and long-term success is, very simply, the quality of talent. As gatekeepers, your function is far from trivial. You are key to finding the best talent and therefore ultimately a core player in corporate success. But we continue to act like our job is about as important as sorting screws or stocking shelves. We are rarely influencers or early adopters of technology. Influencers are noted for focus, their ability to make a case… Read more...

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Never before has the time been riper for recruiters to make a real difference to the profitability of their firms. The differentiator between profits, innovative products, and long-term success is, very simply, the quality of talent. As gatekeepers, your function is far from trivial. You are key to finding the best talent and therefore ultimately a core player in corporate success. But we continue to act like our job is about as important as sorting screws or stocking shelves. We are rarely influencers or early adopters of technology. Influencers are noted for focus, their ability to make a case… Read more...

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I was just reviewing the predictions I made for 2011 written at roughly this time a year ago. Much of what I thought would happen unfolded as expected, except for talent management. I had thought there would more focus on integrating the employee development and recruitment functions, and more internal hiring. I still think that’s on tap for this year. I was on target regarding hiring: There was no great uptick in the volume of hiring, and unemployment remained static. And I was on target with predicting that social media would be core to recruiting success and that RPOs would thrive. Over the… Read more...