Advertisements

Posts Tagged ‘Staffing’

Candidate Sourcing Tips and Agency Usage Trends from “the Beehive.”

Comments Off on Candidate Sourcing Tips and Agency Usage Trends from “the Beehive.”Written on November 7th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Is your organization struggling to uncover and identify quality candidates for your most pressing openings? Are you looking for creative and innovative ways to source candidates, as part of a larger talent acquisition strategy?

We recently reached out to the Global Director of Talent Acquisition at Aerohive Networks; Marie C. Norman, to gain tips on how she's directed this growing company on such matters. Marie is a passionate talent leader with close to 20 years experience leading and building scalable talent acquisition teams and HR programs in the following industries: Wi-Fi networking, management consulting, internet technology, IT consulting, global contract electronics manufacturing, insurance, and financial services. She's been a leader at Aerohive for nearly two years.

Question: What is your number #1 tip for sourcing candidates?

Marie's Answer: While there are many interesting, effective and unique methods for sourcing great candidates, my #1 tip is to know (really, know) what you are looking for. Simply put, know the job as if you actually worked in the job of an X. Allow me to explain further. More often times than not, a recruiter or sourcer thinks they know the requirements of a position simply by reviewing the job description and asking the managers a few basic and rudimentary questions about the new requisition assigned to them. But how are you truly certain that your understanding of the job is a realistic and accurate job preview? Well, it’s pretty simple which I’ll explain in 3 simple steps.

Step 1:
Conduct a core competency exercise with the hiring manager. This starts with asking specific questions related to what are the core, essential and necessary job tasks. You need to zero in on skills that are 'Must Haves' for any applicant to have in order to perform the job responsibilities effectively, consistently and competently well. Next, ask the hiring manager, what skills are “Nice to Have” but not critical, and then separate those critical, essential skills vs. nice to have in a simple two box grid.

Step 2:
Observe or shadow the job being performed by an actual incumbent. This may seem like a lengthy and unnecessary process. If you are one that actually thinks this way, I challenge you to go back to a time where you spent hours, weeks and maybe even months sourcing candidates for a particular role only to find out key skills or requirements were excluded in your search. Don’t you wish you would have known about it earlier? Job shadowing eliminates wasted time and increases your understanding of the position in a way no other process does.

Step 3:
Evaluate the job description (JD) once more with the hiring manager to make sure that information you learned and extracted in Step 1 & 2 are included. If not, this is your chance to modify the JD before you post this or share with applicants via LinkedIn and other sources.

Question: To what extent is your organization continuing to leverage staffing/recruitment agencies or external sourcing servces in 2016, versus previous years?

Marie's Answer: Aerohive Networks uses external staffing and recruitment agencies sparingly. Since we employ an internal team of recruiters who are qualified and assigned to source, recruit and fill a number of positions for specific business units within our organization, our reliance on external staffing partners is limited to “niche” and specialized roles. This has been part of our staffing strategy in 2016. Our reliance and dependency on recruitment agencies has decreased as opposed to previous years primarily because the ability of our internal recruiters to scope job requirements using the Core Competency assessment process described above is an effective and permanent fixture of our overall recruitment process. In addition, we have a highly robust and unique employee referral program that has successfully led to 47% of Aerohive hires companywide.

To learn more about Marie C. Norman and her role at Aerohive, visit her LinkedIn profile at https://www.linkedin.com/in/marienorman.

Aerohive (NYSE: HIVE) enables its customers to simply and confidently connect to the information, applications, and insights they need to thrive. Its simple, scalable, and secure platform delivers mobility without limitations. Aerohive was founded in 2006 and is headquartered in Milpitas, CA. For more information, please visit www.aerohive.com.



RecruitAlliance - Sourcing and Recruitment Marketplace for Employers and Agencies

Power up your candidate flow with RecruitAlliance, the sourcing and recruitment marketplace for employers and staffing agencies. To learn more, visit http://www.RecruitAlliance.com.

Interested in providing your input on talent acquisition trends in our future blog articles? Contact Christina at carcher@recruitalliance.com for details.
Advertisements

5 ways a Vendor Management platform will provide an influx of talent without the hassle

RecruitAlliance:  The no-cost vendor management solution for hiring companiesThe war for talent refers to an increasingly competitive landscape for recruiting and retaining talented employees. It's not a set of superior Human Resources processes, but a mindset that emphasizes the importance of talent to the success of organizations. The term War for Talent comes from a late-'90s warning from McKinsey & Co. that alerted business to a coming talent shortage and urged companies to prioritize talent strategies around recruiting, retaining, and developing key employees. The statistics speak for themselves; by 2020, employers in the world’s richest nations are forecast to be short as many as 18 million college-educated workers.

What can organizations do to ensure they have access to top talent by the most efficient means, while increasing their candidate flow? Outside of cultivating talent from within, making learning on-demand, and redefining 'success' within a company, what can employers do to win the war for top talent?

A thoughtfully implemented and robust vendor management system (VMS) can completely optimize the disjointed and complicated process of the acquisition and management of a contingent and permanent workforce. A good VMS can result in significant cost savings through more efficient processes at every step of the workforce supply chain.

How can a VMS improve the talent pool for a growing company? Here are 5 ways a Vendor Management platform will provide an influx of talent on a consistent and scalable basis.

1. Significant cost savings across the enterprise. Many hiring companies do not have a centralized recruitment process. As such, fee negotiations with staffing and recruitment agencies is done by individual hiring managers, based on their approved talent acquisition budgets. By implementing a quality Vendor Management System, companies become empowered to reduce costs across the board.

2. Reduce time-to-fill metrics. For everyday a key position remains open, a department or business division loses precious revenue. Filling these jobs can impact an organization at every level. Time to fill is a measurement of how long it takes an organization to fill a position once the opening has been approved. It is an indicator of hiring efficiency but should be balanced with cost and quality hiring measures. Time to fill can provide valuable feedback in determining which sourcing methods and recruitment strategies can most quickly produce the needed candidates. Cost of vacancies in jobs can be significantly reduced by driving down the time it takes to fill a job. When hiring companies opt to utilize a VMS, they choose to take control of the speed at which their roles are filled with the right people.

3.  Source higher quality talent.  When a company works with staffing agencies to fill a specific role, they are often unsure which agency will deliver results. They may spend hours seeking one or more external recruiters who specialize in the area of their openings, and even more time completing an intake session with each recruiter.  Utilizing a Vendor Management System, matching recruiting agencies receive an instant email notification of the newly posted job, access the job order, and begin submitting candidates.  This process significantly streamlines the entire talent acquisition process, and ensures candidates are submitted who match the job specifications.

4.  Consolidated invoicing.  When an employer works with multiple search firms, they must receive and process multiple invoices based on different payment terms.  The process is taxing to the Accounts Payable department within the business, and can create further customer service issues for the hiring manager.  When working through a quality VMS, they offer managed billing or consolidate invoicing.  The agency simply invoices the Vendor Management company, and the Vendor Management provider processes everything.  When billing questions arise, it is the VMS company who handles the additional phone calls, emails and inquiries.

5.  Positively impact retention, while providing employers with the ability to measure recruiting agency performance.  It's no secret--when top talent comes your way, and a replacement or money back guarantee is in place, your hires are far more likely to remain in their new role.  Leveraging a Vendor Management solution impacts retention, which ultimately affects profitability.  With full-reporting capability, most VMS's provide employers with a wealth of statistical data to analyze their Vendors' results, to determine if maintaining the relationship is worthwhile for future endeavors.

RecruitAlliance is a no-cost Vendor Management Solution preferred by small, medium and large business entities.  This recruiting tool has successfully helped Clients reduce talent acquisition costs, reduce time to fill, improve retention, and provides employers with more control over cost, contracts and compliance.  To learn more, visit www.RecruitAlliance.com.

Building Recruiting Practice…

Comments Off on Building Recruiting Practice…Written on July 22nd, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, Key staffing company trends to look out for, How to build your internal recruiting practice, Ask these 24 interview questions to find a marketing rock star. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

Key staffing company trends to look out for : The staffing industry is currently at one of the most dynamic periods in its history. Over the last few years, the staffing industry has been expanding rapidly. According to the Bureau of Labor Statistics (BLS), temporary recruitment hit an all-time high of 2.9 million jobs in mid-2014. And it is still rising …Read More…

How to build your internal recruiting practice: External recruiters are a crutch. I need to be careful with this one, lest I misrepresent my point, but hear me out. What is “recruiting?” Visit different companies and you’ll find the definition (and philosophy) differs quite a bit. Having been a rather frequent jumper the last 6 years, I’ve experienced many of these …Read More…

Ask these 24 interview questions to find a marketing rock star: When it’s time to expand your startup’s growing team, you can’t go wrong with hiring a marketing strategist. Sure, accountants, customer service reps and other specialists are all important, but it’s your marketing team that puts money directly back into your pocket. But, of course, you don’t want just any marketer. You want a true rock star -- somebody who’s going to move the needle for your business. Why is this important? …Read More…

“ Opportunity is missed by most people because it is dressed in overalls and looks like work” -- Thomas A. Edison
© 2018 - RecruitAlliance.com - All rights reserved.