It’s not just about color anymore!
Diversity is unarguably a hot-button issue in corporate America. The latest census results substantially confirm that the ethnic makeup of the U.S. is changing at a rate faster than anyone has anticipated. As a vital part of any thriving organization, what must be understood about Diversity is that it goes beyond color. Diversity is centered around understanding and embracing each other’s differences: The where, why, and how of the way people look at things differently.
Knowing the RIGHT information to attract & retain the RIGHT talent for your organization
Understanding the successes and failures of your competition can give you a distinct edge. Uncovering what makes their employees happy or unhappy, successful business practices, and where they are focusing their efforts can lead to a distinct competitive advantage. You can dig deep to find effective attributes and make them your own, honing in on exclusive information and using it as a building block to accomplishments of your own. Before you know it, top talent is choosing YOUR business over the others as their preferred place of business.
Realigning the Focus on What’s Important…The Candidate!
With our recent blog post and Whitepaper, “Caring for the Candidate,” we dove into some of the problems recruiters are having today when it comes to the candidate experience and what can be done to remedy these issues.
We conducted a LinkedIn survey asking recruiters and hiring managers about their New Year Staffing Resolution and what they plan on being their primary focus in 2013. The results were shocking, revealing that more than half of respondents’ number one focus was on “Ramping up their Social Media,” yet ZERO Respondents said “Making sure the Candidate is Satisfied.”
The feedback from the Whitepaper and the simple solutions we gathered influenced the creation of an [INFOGRAPHIC] to get back to the basics of recruiting and realign the focus on what’s is really important in the recruiting process…THE CANDIDATE!
Potential Leaks in your Pipeline Process & the Tools to Remedy
Being proactive pays off, and talent pipelines are no exception. Having a ready pool of qualified candidates can return huge dividends in the end, saving both time and money and eliminating hasty hiring mistakes. The trouble with talent pipelines is most hiring managers and recruiters define them differently, resulting in confusion, frustration and missed opportunities. The road to a successful talent pipeline requires clear and well-defined goals.
The Conversation – A Forgotten Resource
It has become amazingly easy in this day and age to hide behind a computer screen. While children once spent their evenings playing outside until the streetlights came on, many now sit glued to an iPad, video game or computer screen until it’s bedtime.
Aligning Wants & Needs of Recruiters & Candidates
In a Recruiter/Candidate relationship, it’s often easy to forget that on each end, there are wants, needs and goals. As the candidate, one can easily feel as though the recruiter is bothersome or should be grateful they were able to get in touch. As the recruiter, it can take patience, understanding and being well in-tune with the candidate’s emotions to get the relationship just right. Keeping in mind that the person on the other end of the conversation is human can help in ensuring that both recruiter and candidate get what they want out of the conversation.