Archive for September, 2010
Its amazing to me how many times I ask two very similar questions and get very opposing answers:
Q #1: What is the primary function of recruitment/talent acquisition professionals? A #1: To find the highest quality candidates to fill each job.
Q #2: Should recruiters be held accountable to Quality of Hire metrics? A #2: NO!
Facilitator or Scout?
As recently as the last few weeks I asked this question to multiple groups of recruiters and more than 90% answered the same way as noted above. This contradiction of focus and accountability points to a significant misunderstanding of the role of the recruiter/TA professional. Is the role of the recruiter to facilitate the recruiting and hiring process? Or is the role of the recruiter to act as a talent scout – identifying, engaging, assessing, recruiting and presenting the best candidates to the hiring manager? Read More→
I am adding this blog entry at 30,000 feet as I return home from Seattle where I spoke at the local SMA conference. The SMA board and volunteers did a great job of planning, arranging, and executing a great educational event for anyone involved in recruiting. My hat goes off to Chapter President Mary Fairchild and her entire team for their hospitality at the event.
So now that the conference is over, what do we do with the information that we learned? How do we leverage what we learned? What did we learn that we can put into play next week when we return to our offices?
The answer to the headline question is very simple: Starbucks and The Bill and Melinda Gates Foundation will be at the 2010 Recruitment Learning Conference being held in Chicago on September 28-29, 2010.
Tito Magobet from the Gates Foundation and Phil Hendrickson from Starbucks will be addressing one of the key topics talked about in recruiting circles today – How to Create, Enable, and Measure a Successful Sourcing Organization.
Let’s be honest, creating a cost effective, efficient and productive sourcing function is not easy. It is so easy to get caught up in a new tool, a new social media portal, or a new technology that promises to be your “silver bullet” solution in sourcing. Read More→
So lets face it, not all of us have the luxury of recruiting for a brand as well known as Adidas, Starbucks, or Cisco Systems. Although the brand is not the only piece of an effective recruitment strategy, it sure makes a difference when calling a perspective candidate from one of the companies named here as opposed to calling from “XYZ Inc” – a company that few people have ever heard of.
The right employer brand can often help open a candidate’s door much sooner than that of an unknown organization. The real question for many recruiting organizations today is: Where to begin if you are not fortunate to have a brand known by a swish or now known as a verb (Google it!)? Read More→