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8 Signs You’re Stuck in a Talent Time Warp

Talent Time Warp

Just because the economy has rebounded from the Great Recession doesn’t mean that your talent mentality has also rebounded.

(1)    TALENT, TALENT EVERYWHERE

Everyone needs a job, so hiring the best should be fast and easy. Wrong. During the Recession great candidates may have seemed like they were growing on trees, but not anymore. Today professional-level candidates have more options and opportunities, and recruiters need advanced sourcing techniques and impressive employer brands to find and attract them to the company.

(2)    NO RUSH MAKING AN OFFER

Some still believe they’ve got all the time in the world for interviews and making offers. Not so. If you are interviewing a candidate, it’s likely he/she is interviewing with other companies.

 (3)   ONE EMPLOYEE WILL GLADLY DO THE WORK OF THREE

The 10-year veteran employee who accumulated multiple jobs along the way has left the firm. Just create the replacement’s job description based on that person’s final responsibilities. Nope. Because one employee weathered job scope creep doesn’t mean you’ll find a pool of others with the same abilities. Base job descriptions on realistic expectations or you’ll waste valuable time looking for candidates that do not exist.

(4)    WE DICTATE COMPENSATION NOT THE MARKET

The market dictates current compensation rates, and it’s not based on what’s “fair” compared to your other employees. Just because the last three people hired five years ago make X doesn’t mean that it aligns with today’s expectations. Unrealistic compensation offerings make recruitment an uphill climb.

(5)    WHAT SKILLS SHORTAGE?

When it comes to STEM careers there simply aren’t enough candidates to go around. Deliberate employer branding programs, attractive employee value propositions and creative sourcing are what it takes to snag these candidates before your competitors.

(6)    TOP PERFORMERS ARE THE SAME EVERYWHERE

Top schools. Yes. Admired consumer brands on the resume. Excellent. That’s what everyone looks for in a top candidate, but it doesn’t mean that these candidate types will perform well in your cultural environment.  Create competency profiles based on living-and-breathing top performers in your organization, and use them when searching for candidates. It will make recruitment easier, and you’ll get better results in the end.

(7)    WHAT EMPLOYER REPUTATION?

Access to unprecedented amounts of social data isn’t just a one-way street. Candidates can view previously unimaginable levels of company information, employee reviews and customer feedback. Recruiting efforts will lag for those companies that do not deliberately create an appealing employer brand.

(8)    EMPLOYEES WON’T DARE LEAVE 

Employees no longer count their lucky stars just to be employed. You’ve got to make it worth their while. What’s your employee value proposition? What career paths are offered? How do your compensation packages compare with competitors? Ignore these questions at your own peril.

Need to get more out of your recruitment efforts? Hudson offers strategic sourcing, employer branding, retained search, special project recruitment and full RPO services. Click here to contact us for more information.

 
 
 

9 Warning Signs Your Company Is Unprepared For Large Project Growth

9 Warning Signs Your Company Is Unprepared For Large Project Growth

Your mid-market company is growing fast. HR has scrambled to put in the proper training and benefits programs. Now you’re expanding into a new market or launching that new product. You’ll need 50+ hires quickly. Is it realistic to assume your HR team can pivot into a lean-and-mean recruitment machine? Here are some hints that they may not be prepared:

(1) HR doesn’t have the bandwidth to set aside their current responsibilities and focus on recruitment

(2) Workforce and demand planning are not specific functions of the firm

(3) Your business line hiring managers have never been trained on proper interviewing skills

(4) No formal employer branding programs or employee value propositions are in place

(5) The attributes of your company’s top performers have never been documented

(6) You lack internal experience with advanced sourcing techniques and talent communities

(7) Other responsibilities preclude HR from keeping current on recruitment tools, trends and salary 
market rates

(8) No formal process exists for comparing competitive data such as salary, compensation and benefits

(9) You lack a defined recruiting process complete with prescribed actions, procedures and participants

Is your organization about to launch a big project? Are you moving into high-growth mode?
Get our complimentary report titled “Fulfilling Talent Objectives In High-Growth Middle Market Companies” (no registration required). Visit http://hudsonrpo.com/hiring-for-high-growth-companies.

 
 
 

Sourcing Alchemy: How To Transform Your Search Into A Hire


Turn Your Searches
Into Hiring Gold

Alchemy is the study of focused transformation. I have always been fascinated by Alchemy because the aim is to take some low value resource, like lead and turn it into a high value resource like gold. In a way, a production line is an alchemical process. We take raw material through a specific, repeatable process and we transform it into something more valuable.

Boolean Search: The Raw Material

One of the raw materials of sourcing is Boolean search strings. A good search string can return valuable information. But often this raw material is too difficult refine. The information returned, while valuable, requires too much effort to extract.

For example, a search string for attendance list may produce a document with 20 pages of good contact information. There is only one catch. The list is in a PDF file. If you have been a sourcer you know the pain. You have great, detailed information locked in a PDF file. If you have ever tried to extract information from a PDF file and convert it into Excel you will know that the cleanest way to get the information is to manually copy the information into Excel.

We want to take the raw material of a Boolean search and transform it into actionable information that results in our being able to make additional hires. Hires are our gold.

How To Transform Your Search Into A Hire

So how do we transform our searches into hires? First, we create a string that will give us lists of useful contacts. Most sourcers are familiar with how to create a search string that will return lists of information so I won’t go into detail here. However, too often our searches return PDF files. A PDF file and in the past would have most likely been disregarded. However I have created a process to turn the information locked in those PDF files into actionable information. First download the file to your hard drive.

Below is an example of an attendance list in PDF format:

Attendee List

Next you need to find a tool called Tabula. It can be found by clicking here.

Upload your PDF file and select the range you would like to extract data from as in the example below

I then select “repeat this selection.” This will select the same selection on every page for the rest of the document after the appropriate fields have been selected. Next select “Download All Data.” This will download the data into an Excel spreadsheet. The data should look something like this.

From this point is it simply a matter of formatting.

Once the data is in this form it can be used to create a mail merge email campaign, uploaded into an applicant tracking system or matched into LinkedIn Recruiter via their data stacking tool that is called Talent Pipeline. To import the connections into your LinkedIn Recruiter seat simply follow the instructions below.

Lists can have as many as 5,000 contacts. Fill out the required information and select continue.

And Now...

LinkedIn will automatically identify the candidates that already have a LinkedIn profile. You can then tag your list and put the contacts in a project folder. The first name, last name and email should automatically match fields. This will allow you to validate the data you have acquired and it will match the information against a LinkedIn profile. This means that we are not solely dependent on Inmails.

Even if you do not have a LinkedIn Recruiter seat you can manually search for the profiles from your personal account. You can then reach out to them via the information you obtained from your search string. From here we can email and call our prospects. Following this sourcing alchemy process we can turn our led Boolan search strings into prospects we can contact and ultimately convert into golden hires.

 
 
 

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HUDSON

Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Across 20 countries, we deliver a range of recruitment, talent management and recruitment process outsourcing solutions to get you and your business where you want to be.