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Quick Recruiting 101 Checklist

Aug 29, 2015   //   by Instigate   //   Articles, Blog  //  Comments Off on Quick Recruiting 101 Checklist

It is back to school time!

So how about a little Recruiting 101 checklist.  We are hearing more frequently about companies with otherwise decent employer branding routinely turning off candidates during the recruiting process.

Here is a quick checklist to help you manage your efforts:

• Job Postings – Are they 500-600 words or less [not a cut and paste of a job description]?

• Career Site – Does it send a welcoming message to each visitor?

• Recruitment Process – Is your recruiting process supporting a positive candidate experience to engage top talent?

• Interview Process – Do you know your top candidates? Is your hiring team and managers sending the right message to them?

• Offer Process – Is it quick and does it provide complete information to your top candidates?

• On-boarding Process – Does it remove any and all “buyer’s remorse” for your selected candidate?

So, how do you treat your candidates?

Recruitment Process Outsourcing [RPO] is a Real Option for Small Businesses

Feb 2, 2015   //   by Instigate   //   Articles, Blog, Uncategorized  //  Comments Off on Recruitment Process Outsourcing [RPO] is a Real Option for Small Businesses

Recruitment Process Outsourcing (RPO) is not new. Large companies have been outsourcing segments of their recruiting process for years.

Over the last decade, Small and medium-sized businesses haven’t had many options – having neither the scale and buying power of large firms, nor the staffing volumes to make a business case for an in-house recruitment function. Small and medium-sized businesses often rely on limited candidate sourcing resources; then they are still left with the time and cost burden of a majority of the recruitment functions such a candidate screening, interviewing, on-boarding; which often falls on the hiring managers who are also responsible for managing the business.

By transforming processes, utilizing best practices, and replacing a fixed cost base with a variable charging structure, RPO can significantly reduce the cost and time dedicated towards recruitment. The time has arrived – RPO for Small and medium-sized businesses is now a real option with many providers offering the ability to select only those recruitment processes that will help you better manage the recruiting process.

2015 is an excellent time to look at RPO providers who focus on providing solutions to small and mid-sized companies. These providers have affordable solutions that can take on the burden of operational recruitment activities, allowing businesses to focus on core value-creating and strategic activities.

What Is Your Career Site Bounce Rate?

Jan 28, 2015   //   by Instigate   //   Blog  //  Comments Off on What Is Your Career Site Bounce Rate?

Wikipedia’s definition of Bounce Rate: Bounce Rate represents the percentage of initial visitors to a site who “bounce” away to a different site, rather than continue on to other pages within the same site.

So how does Bounce Rate impact talent acquisition efforts? Good web traffic to your career site does not always equal a high level of candidate response. Let’s use recent monthly data from one of our client’s career sites as an example:

  • 585 Visitors – Job Aggregator
  • 304 Visitors – National Job Boards

On the surface, the aggregator would seem to be the clear driver of candidates to their career site. But, not so fast- A look at the Bounce Rate shows:

  • 74.01% Bounce Rate – Job Aggregator
  • 23.76% Bounce Rate – National Job Boards

So, using Bounce Rate data we see a potential different story unfolding on candidates moving to next steps in the online application process:

  • 152 Visitors – Job Aggregator
  • 232 Visitors – National Job Boards

Bounce Rate can lead you to a key metric on the performance of your online advertising efforts; when subtracted from simple visitor count a much more powerful metric is delivered.

On The Recruiting Hot Seat?

Jan 16, 2015   //   by Instigate   //   Blog, Events  //  Comments Off on On The Recruiting Hot Seat?

Let’s face it, if you are in a talent acquisition function you are often in the hot seat!

Recruitment is often in the line of fire…with hiring managers and leadership looking for the silver bullet.  This hot seat can get even hotter when supply and demand is no longer in favor of employers.

We want to help you take recruitment off the hot seat!  We offer new clients a free, no obligation consultation to learn more about your current challenges and provide some insight on potential solutions to strengthen your talent acquisition strategies.

Contact us to learn more!

Recruit with Facts, Not Fiction

May 14, 2013   //   by Instigate   //   Blog, Uncategorized  //  Comments Off on Recruit with Facts, Not Fiction

72.8% of all new hires come from maximizing 4 candidate sources.

According to the CareerXroads Source of External Hires Survey, a majority of new hires can be traced back to one of four leading candidate sources.  What sources are not in the 72.8%?

Source of Hire – Under 5%               2012                2011                2010

Walk-ins                                            0.3%                0.8%                0.7%

Career Fairs                                       1.2%                1.9%                1.8%

Temp/Contract-to-Hire                         1.5%                2.1%                2.4%

Print                                                  2.3%                2.2%                2.0%

Social Media                                      2.9%                3.5%                NA

3rd Party                                           3.1%                2.8%                2.3%

Rehires                                              3.3%                4.3%                2.8%

Relying on one or a combination of the above sources for recruiting talent means you are likely missing out on building larger and deeper candidate pools to meet your talent needs.  You must work directly to maximize all recruiting resources, including those that produced 72.8% of all new hires.

Recently a new client had tried everything from staffing agencies to 3rd party recruiters to print ads – it was not working!  New approach deployed, qualified candidates screened and 3 offers acceptance all within 20 days.  Higher quality talent and a recruiting cost reduction of 68% over temp-to-hire costs!

What’s the risk in taking a few minutes to learn more on how our strategies are working for others?  At the very least, we will share with you what sources made up 72.8% of hires in 2012.

 

Break Free From The 1.5%!

May 6, 2013   //   by Instigate   //   Blog, Uncategorized  //  Comments Off on Break Free From The 1.5%!

According to the American Staffing Association; up to 90% or more U.S. businesses use staffing agencies. So, we are making an educated guess that you are or have used agencies. 80% believe this is a good way to find people who can become contributing permanent employees.

CareerXroads Source of External Hires Survey released in February 2013 might surprise you:

Temp/Contract-to-Hire:

1.5% in 2012
2.1% in 2011
2.4% in 2010

Wow 1.5%! 2011 and 2010 are not great either!

For the 80% that believe it is a good way to find permanent employees the numbers tell a different story. Pressing 3rd party agencies to do more or adding/replacing agencies will likely not change results – it simply is not in a staffing agency’s DNA.

We provide Selective Recruitment Outsourcing Services – a non-traditional staffing and recruiting delivery model. Our value proposition:

• Recruit Talent – Maximize those recruiting resources that produced more than 2 of every 3 new hires.

• Increase Recruiting ROI –Achieve savings of 40% to 70% over staffing agency fees.

Recently a new client had tried everything with staffing agencies – it wasn’t working! New approach deployed, qualified candidates screened and 3 offers acceptance all within 20 days. Higher quality talent and a total cost 68% lower than temporary-to-hire fees.

You do Business in the 21st Century. Is Your Recruiting in the 20th?

Feb 4, 2013   //   by Instigate   //   Articles, Blog  //  Comments Off on You do Business in the 21st Century. Is Your Recruiting in the 20th?

According to the American Staffing Association; up to 90% or more U.S. businesses use staffing services. Eighty percent of those who use staffing agencies indicate that they offer a good way to find people who can become permanent employees. These are impressive numbers that show the use of staffing agencies is deeply woven into the fabric of American business.

Taking these numbers into consideration, you would assume one would be able to put together an equally compelling timeline showing a rapidly evolving service delivery model. Going back two, five, ten or even twenty years the tools used in recruiting have certainly changed; but has the client/agency service model evolved? It is remarkable how little the temporary, temp-to-hire, contingent search and retained search pricing and delivery model has changed over this time-frame.

The client/agency staffing model as a key component of talent acquisition is broken. There, we said it!

The basic operational structures at a majority of agencies inhibit them from providing strategic value for clients. Driven by fees based off a percentage hourly and annual wages; they can only adapt to their earnings objectives. In this structure, a thorough understanding of a company, culture and organizational specific recruiting needs is difficult to obtain. When used as a key component of talent acquisition, it’s a model of inefficiency and ineffectiveness at a time when such attributes are the last thing companies and leadership should be tolerating:

 
• The agency business model is driven by making placements; whether it is at your organization or your competitor down the street.

• In this model speed and volume of placement holds more value than quality-of-hire, cost-per-hire and hiring manager satisfaction with the recruitment process.

• To compete for more volume, many agencies will lower their fees; but a lowering of fees does not raise the overall efficiency or effectiveness of the recruiting process.

• The agency business model is not built to be a high performance and metric driven talent acquisition solution.

Now more than ever, a fixed price recruitment process is becoming a best practice. With so many applicants using the internet to find jobs, the previous standard of service from the agency business model is becoming overpriced and unnecessary. The agency business model is not cost-effective and outdated when they are asked to act primarily as applicant sorters – a highly transactional process given today’s recruiting technology.

To be fair, the staffing agency model can play a valued role when delivering services from their core strength. Temporary staffing, contract placement and executive search are vital staffing processes for many companies. All too often, it is human resources or a hiring manager making a call to the Wizard of Oz [Wizard of Staffing], who mysteriously manipulates the recruiting levers from behind a curtain to grant you access to the agency’s exclusive candidate database. Why not manage your own recruiting levers and create your own exclusive candidate database?

The changing dynamics of recruiting has generated a demand for a cost-effective fixed fee recruitment services. Recruitment Process Outsourcing [RPO] is the answer!

Complete job requirements; applicant friendly online applications, ATS functionality, skills analysis, candidate slating, background screening and much more are offered by recruitment outsourcing to assist a company in making the right decision. Companies now more than ever have easy access to DIY recruitment.

Recruitment Process Outsourcing providers can help you conduct a thorough needs analysis to determine which talent solutions best meet your specific needs. This analysis will help you recognize what you do well and then selectively outsource the other processes. With RPO, you leverage valuable recruiting expertise to support [not replace] your talented people.

Reliance on the agency business model of last century is not adequate for twenty first century talent acquisition. RPO is well positioned to make the hiring process as easy and as professional as the client needs while providing access to the ever increasing recruiting toolbox at a greater level.

Matt Schreyer, President and Co-Founder of Instigate, Inc.

Change is Hard. Change has Value. Recruitment Process Outsourcing is Easy.

Jan 29, 2013   //   by landert   //   Articles, Blog  //  Comments Off on Change is Hard. Change has Value. Recruitment Process Outsourcing is Easy.

Change is Hard.

Change is hard because we overestimate the value of what we have and underestimate the value of what we can gain by giving that up.

When it comes to recruiting, the value proposition for Recruitment Process Outsourcing (RPO) has never been greater. RPO helps companies create greater efficiencies, reduce costs and improve business processes. Organizations looking to gain competitive advantage can look to RPO to make leaner and smarter decisions around talent.

Change has Value.

We know RPO is an exciting alternative to more traditional and more costly recruiting options; but it is hard to take those first few steps towards change. You are just a few steps away from an RPO process that can drive your employer branding, improve candidate quality, free up internal staff, shorten time-to-hire, increase hiring manager satisfaction, and greatly reduce hiring costs.

RPO is Easy.

Take that first step and partner with an RPO service provider for a higher level of service. Quickly increase your recruiting bandwidth, remove fixed overhead costs and increase access to more recruiting resources. RPO providers are a great source for analyzing your needs and providing consultation. Take that first step and contact an RPO service provider today!

Recruitment Process Outsourcing Association (RPOA) Announces 2013-14 Board Members

Jan 23, 2013   //   by Instigate   //   News  //  Comments Off on Recruitment Process Outsourcing Association (RPOA) Announces 2013-14 Board Members

Recruitment Process Outsourcing Association (RPOA), the first professional association for the Recruitment Process outsourcing (RPO) industry, today announces 2013-14 Board Members

San Rafael, CA (PRWEB) Janaury 22, 2013 – Recruitment Process Outsourcing Association (RPOA), the first professional association for the Recruitment Process outsourcing (RPO) industry, today announces a new Board for 2013-14.

“As Recruitment Process Outsourcing (RPO) has reached new high growth years, industry leadership is critical,” emphasized Mike Mayeux, Novotus CEO. “This segment is just over a decade old and continued collaboration between the companies that provide this valuable service will have a material impact on existing and future clients of RPO services”.

“We have big plans for taking the RPOA to a new level of service for both buyers and providers of RPO.” – Mike Mayeux, Novotus CEO and RPOA President

The 2013-14 RPOA Board include: President, Mike Mayeux of Novotus; President, Vice President/President Elect; Joel Capperella of Yoh; Immediate Past President, John Younger of Accolo; Secretary/Treasurer, Matt Schreyer of Instigate; At Large Board Member, Mark Lukens of Method3.

“I am delighted to see the organization grows so fast with such capable executives,” said John Younger, Accolo President. “The organizations they represent continue to define and elevate the entire recruitment process outsourcing industry.”

In addition to peer-support and thought-leadership, the RPOA’s mission is to educate the market about RPO. Joel Capperella, Yoh’s Vice President of Marketing, expresses his commitment and passion for this mission: “The RPO space is incredibly underserved by the ‘analyst’ that serves it,” Joel said. “Not only are the buyers increasing the sophistication with which they approach evaluation of the services, the services themselves are becoming more segmented to meet the demand of a changing market. As such, I firmly believe that we as practitioners must be committed to providing as much information and value to the entire ecosystem so that the discipline serves to advance the workforce related strategic objectives of even the smallest organizations seeking to take an outsourced approach to their recruiting needs”.

“The passion John and Mike put into starting and growing the RPOA is inspiring,” said Lamees Abourahma, RPOA Executive Director. “With the commitment of the new Board and the growing membership, we have the momentum to achieve new breakthroughs for the RPOA and the RPO industry.”

About RPOA

RPOA, a nonprofit 501(c)(3) organization, recognizes that Recruitment Process Outsourcing (RPO) is a unique industry requiring a common set of requirements and standards. Its membership is comprised of RPO service providers committed to educating the marketing about RPO, promoting its benefits, incorporating common metrics and comparative information, and developing and enforcing certifications. Member companies benefit by better understanding the benefits and risks of recruitment process outsourcing, having access to a variety of tools to support the decision to consider RPO, access to certified service providers through an organized RPO process, and direct connection to other members to learn from their experiences.

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Press Contact

Lamees Abourahma
Recruitment Process Outsourcing Association (RPOA)
info@rpoassociation.org
(804) 897-1310

Is Recruitment Outsourcing for Small and Mid-sized Businesses a real option?

Sep 15, 2012   //   by Instigate   //   Blog  //  Comments Off on Is Recruitment Outsourcing for Small and Mid-sized Businesses a real option?

Recruitment Process Outsourcing (RPO) is not new. Large companies have been outsourcing segments of their recruiting process for years. Over the last decade, smaller businesses haven’t had many options – having neither the scale and buying power of large firms, nor the staffing volumes to make a business case an in-house recruitment function.

Small and medium-sized businesses [SMBs] often rely on the most expensive and often least effective candidate sourcing options – staffing agencies and recruiters. They are still left with the time and cost burden of a majority of the recruitment functions such a screening resumes, interviewing, on-boarding; which often falls on the hiring managers who are also responsible for managing the business.

Even for SMBs, the recruitment process has many tasks or transactional based activities that can be completed outside the organization, increasing efficiencies through economies of scale. Over the last several years the RPO market has continued to evolve and now provides viable options for SMBs.

Now is an excellent time to look at RPO providers focused on providing solutions to small and mid-sized companies. These providers likely have affordable solutions that can take on the burden of operational recruitment activities, allowing businesses to focus on core value-creating and strategic activities. By transforming processes, utilizing best practices, and replacing a fixed cost base with a variable charging structure, RPO can significantly reduce the cost of recruitment. The time has arrived – RPO for SMBs is now a real option.

The Power of Effective Online Employer Branding

Aug 14, 2012   //   by Instigate   //   Articles  //  Comments Off on The Power of Effective Online Employer Branding

You might get a number of recommendations when it comes to online recruiting resources; but often these resources fail to be the right short or long term solution making the hiring of top talent hit or miss.

You may benefit more by building upon your current employer branding efforts. Our clients find that the key to employer branding is to expand your recruitment bandwidth and let data/metrics identify your best recruitment resources.

So what is the impact of effective employer branding?  Here is a snapshot of recent efforts for one of our clients:

  • 44% – Increase in monthly applicants at company career site
  • 372% – Increase in engaged visitors to career site over Leading Classified Advertising job postings only
  • 478% – Increase in engaged visitors to career site over Leading Major Job Board “A”  job postings only
  • 559% – Increase in engaged visitors to career site over Leading Major Job Board “B” job postings only

Results by company and industry certainly will vary; but dramatic increase in average monthly engaged visitors and active applicants can be achieved with effective employer branding.

Yes, it might cost more than a few hundred dollars on the front-end; but if you are open to exploring the deep value delivered compared with more traditional recruiting approaches the ROI will be significant.

Contact us today to learn more….

2011 Minnesota SHRM State Conference – October 2-4, 2011

Jul 9, 2011   //   by Instigate   //   Blog, Events  //  Comments Off on 2011 Minnesota SHRM State Conference – October 2-4, 2011

MN-SHRM

October 2-4, 2011

Saint Cloud Civic Center, Saint Cloud MN

Talent Acquisition in Turbulent Times– “Level the Recruiting Playing Field”

Christi Schreyer, Co-Founder and Principal, Instigate, Inc.

 

Rapid advancement and increased access to recruitment 2.0 resources is helping to “level the playing field” for top talent.  Now more than ever, small and medium sized businesses can compete for top talent without the budgets, time or people that Fortune 500s have at their disposal. Learn how you can make the most of your recruitment strategies by exploring the essentials of employer branding, social networking and recruitment metrics.  By the end of the session, attendees will understand the linkage between: Employer Branding – candidate’s are consumers, what is your recruitment process telling them?  Social Networking – strategies that are easy to manage and give you reasonable control over content/message. Recruitment Metrics – data that can take you beyond cost and time measurements providing your recruitment road map.

For more than 15 years, Christi Schreyer has been helping businesses maximize their staffing and recruiting resources.

As the co-founder and Principal of Instigate, one of Minnesota’s leading human-capital-management firms, Christi strives to “level the playing field” for companies who are challenged to compete for talent without the budgets, time or people that Fortune 500s have at their disposal.  Making the most of technology and Instigate’s highly efficient approach to recruiting, Christi’s clients are able to land top talent, measure success, establish their own employer brand, and boost hiring manager satisfaction.

Prior to founding Instigate in 1999, Christi played a critical role in talent acquisition for Wilson Learning. Before that, she executed nearly every HR function as a specialist with Campbell Mithun, helping them grow into one of the top ad agencies in the country.  Her HR career was launched with JFA, a national HR consulting firm specializing in total reward strategies and compensation.

Christi mentors HR professionals through TCHRA and has been active with SCORE, Development Corporation for Children, and the St. Paul Chamber of Commerce.  Christi holds a B.S. degree in human resources management. She is a member of SHRM, HCI, HRP-MN, TCHRA and NEM-HRXchange.

 

La Crosse Area Society for Human Resource Management – August 17, 2011

Jul 1, 2011   //   by Instigate   //   Blog, Events  //  Comments Off on La Crosse Area Society for Human Resource Management – August 17, 2011

LASHRM

August 17, 2011, 11:15am – 1:00pm

Piggy’s Restaurant 501 Front St S La Crosse, WI 54601-4038 (608) 784-4877
 

 

 

Rapid advancement and increased access to recruitment 2.0 resources is helping to “level the playing field” for top talent.  Learn how you can make the most of your recruitment strategies by exploring the essentials of employer branding, social networking and recruitment metrics.  For more than 15 years, Christi Schreyer has been helping businesses maximize their staffing and recruiting resources.

This program has been approved for 1.0 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification.

 

Arrowhead Human Resources Association (AHRA) – July 20, 2011

Jun 15, 2011   //   by Instigate   //   Blog, Events  //  Comments Off on Arrowhead Human Resources Association (AHRA) – July 20, 2011
AHRA

Wednesday, July 20, 2011 at 11:00 a.m.

 

Christi Schreyer on Talent Acquisition in Turbulent Times– “Level the Recruiting Playing Field” at Grand Rapids State Bank financial services building at 506 NW 2nd Avenue in Grand Rapids (across the alley from the main bank building); lunch will be served; This program has been approved for 1.0 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification.

 

Instigate Principal Matt Schreyer Named to Board of Directors of Recruitment Process Outsourcing Association (RPOA)

Apr 3, 2011   //   by Instigate   //   News  //  Comments Off on Instigate Principal Matt Schreyer Named to Board of Directors of Recruitment Process Outsourcing Association (RPOA)

FOR IMMEDIATE RELEASE:

St. Paul, Minnesota (March 31, 2011) – Joining a select group of industry leaders, Matt Schreyer, co-founder and principal of Instigate, a leading talent-management firm, was recently named to the Board of Directors of the Recruitment Process Outsourcing Association (RPOA).

An early champion of recruitment process outsourcing (a full-service staffing partnership that offers distinct advantages over traditional placement arrangements), Matt drove Instigate’s transition from a recruitment consultancy to RPO service provider in 2004. In 2006, Instigate became one of the founding members of the RPOA, whose mission is to educate the market about RPO, incorporate common metrics and comparative information, develop and enforce certifications, and promote RPO benefits.

The RPOA serves as a clear industry voice regarding the benefits and risks of recruitment process outsourcing. The organization provides access to a variety of tools to support the decision to consider RPO, access to certified service providers through an organized RFP process, and direct connection to other members to learn from their experiences. 

Schreyer joins four other board members from RPO leaders Accolo, Novotus, HRworks and GLR, Inc. Together they guide the direction of the association to develop and promote standards for this relatively young industry.

Schreyer holds a B.S. degree in marketing from the University of St. Thomas. With more than 15 years of experience, he writes frequently on talent acquisition strategies for industry publications. 

About Instigate

Founded in 1999, Instigate helps small and medium businesses (SMBs) maximize their staffing and recruiting resources. Through recruitment process outsourcing, they strive to level the playing field for SMBs, who are challenged to compete for talent without the budgets, time or people that larger organizations have at their disposal. With access to Instigate’s cutting-edge technology and resources, clients are able to land top talent, shorten time to fill, significantly reduce spending on third-party agencies, measure success, establish their own employer brand, and boost hiring manager satisfaction. Understanding that there is no one-size-fits-all recruitment solution, Instigate also offers traditional placement, online employee screening solutions and consulting services. A founding member of the Recruitment Process Outsourcing Association (RPOA), Instigate is led by talent-acquisition experts with more than 30 years of experience.

Home of TalentAssist™ – Rethink.Retool.Results.

www.instigateinc.com

Contact:

Nikki Peiffer

Instigate, Inc.

4801 N Highway 61, Ste 102

Saint Paul, MN 55110

651-429-1131

TCHRLead Breakfast Series: Protecting The Present – Planning For The Future

Mar 23, 2011   //   by Instigate   //   Events  //  Comments Off on TCHRLead Breakfast Series: Protecting The Present – Planning For The Future

Approved for 2.50 HRCI Recertification General Credit Hours

Join HR Thought Leaders For a Morning of Engaging Content

Tuesday, May 17, 2011 from 7:30 AM – 11:00 AM (CT)

Location:

Minnesota Society of Certified Public Accountants – Forest Room

Southpoint Office Center, 6th Floor

1650 W. 82nd St., Suite 600, Bloomington, MN 55431-1458

Click Here For More Information

This program has been approved for 2.5 (Specified -General) recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI). Upon successful completion, please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI’s criteria to be pre-approved for recertification credit.

Caution- Keep it Social

Feb 17, 2011   //   by Instigate   //   Blog, Social Media  //  Comments Off on Caution- Keep it Social

When is the last time you did not hear something about social networking and its use in recruiting? Maybe it is a week, couple of days or a few minutes!

In fact, 45% of organizations plan to increase the use of technologies that link to social networks, such as LinkedIn© and Facebook©, during the recruitment process. [DoubleStar Recruitment Report] To interact or collaborate with each other in a social media dialogue as creators of user-generated content sounds like the perfect match for sourcing top talent. Hey, social networking is hot, hot, hot and everyone is onboard. So, it is time to go full steam ahead with social networking for recruiting in 2011, right?

Social networking should play a role in your recruitment strategies; but don’t turn completely away from other resources. In many cases, the rules of engagement are still being formulated when it comes to social networking and talent recruitment. Our advice at this time is to “Keep it Social”:

Think of social networking like an extension of your employee referral program.

Find ways to have your employees add content or post. Don’t force your employees – but if they want to, make it easy for them to do it.

The largest users of social networking [Gen X/Gen Y] are very protective of their networks. They are starting to show signs [and results from recent studies are confirming] that they will gain an increasingly negative view of a company who is attempting to use social networking as a marketing tool for products, services and careers.

Yes, social networking for recruiting is in the fast lane; but at some point it will hit the first speed bump or maybe even something bigger [can you say “bubble”]. During this period of rapid adoption; taking the right steps when adding or enhancing your use of social networking will provide you with the flexibility you need to increase or decrease your future efforts as needed.

Christi Schreyer
Co-Founder and Principal
Instigate, Inc. – The home of TalentAssist™

Instigate Expands Talent Acquisition Services

Jan 31, 2011   //   by Instigate   //   News  //  Comments Off on Instigate Expands Talent Acquisition Services

FOR IMMEDIATE RELEASE:

St. Paul, Minnesota (February 1, 2011) – Instigate, a leading talent-management firm, is expanding its services to offer clients professional search and contract placement services in addition to recruitment process outsourcing (RPO), which has been the centerpiece of the company’s service model.

Recognizing that traditional staffing approaches can be the right fit for many organizations, Instigate is broadening its service options to give businesses a competitive advantage in their recruiting efforts. Clients can now choose from the RPO model, in which Instigate provides a complete end-to-end recruiting process and team, or a more traditional search or contingency arrangements.

 “One size does not fit all,” says Christi Schreyer, one of the co-founders of Instigate. “And that’s especially true in a tough economy. Our clients have to do more with less, and it’s our job to help them. By offering more flexibility, we give them new opportunities to maximize their search for core and contract talent—without sacrificing quality or service.”

Founded in 1999, Instigate helps small and medium businesses (SMBs) make the most of their staffing and recruiting resources. Through RPO, they strive to level the playing field for SMBs, who are challenged to compete for talent without the budgets, time or people that FORTUNE 500s have at their disposal. With more than 30 years of experience in talent acquisition, Instigate’s leadership believes their expanded service offerings combine the best of both worlds: swift results for the short term, and sophisticated resources for the long term.

Those sophisticated RPO resources, according to Schreyer, offer a clear advantage over other traditional staffing firms. Regardless of which service model they choose, RPO or traditional staffing, clients will have access to Instigate’s cutting-edge technology and processes, which widen hiring networks to increase the quality and quantity of talent pools, speed up the recruiting process, and reduce both the time and expense of filling a position.

However companies choose to conduct their recruiting efforts, Schreyer and her team are eager to lend their expertise. “We’re excited about the new opportunities—not only to help our clients find the best people but to do that as efficiently and affordably as possible.”

About Instigate

Founded in 1999, Instigate helps small and medium businesses (SMBs) maximize their staffing and recruiting resources. Through recruitment process outsourcing, they strive to level the playing field for SMBs, who are challenged to compete for talent without the budgets, time or people that larger organizations have at their disposal.  A founding member of the Recruitment Process Outsourcing Association (RPOA), Instigate is led by talent-acquisition experts with more than 30 years of experience.   www.instigateinc.com

Contact:

Christi Schreyer

Co-Founder and Principal

Instigate, Inc.  – Home of TalentAssist™ – Rethink.Retool.Results.

4801 N Highway 61, Ste 102

Saint Paul, MN 55110

651-429-1131

HR Roundtable- February Meeting

Jan 25, 2011   //   by Instigate   //   Blog, Events  //  Comments Off on HR Roundtable- February Meeting

HR Roundtable- February Meeting

Thursday, February 3rd @ 8:00 am

Burnsville City Hall

1000 Civic Center Parkway

Join the Burnsville HR Roundtable for a Morning of Engaging Content

Candidates are Consumers, What is Your Message?

Employer branding from the candidate perspective

Web 2.0 recruitment strategies for SMB’s

Metrics will help provide your recruiting roadmap

Presented by: Christina Schreyer, Founder and Principal Instigate, Inc.

Click Here For More Information

HRLead Breakfast Series

Nov 4, 2010   //   by Instigate   //   Blog  //  Comments Off on HRLead Breakfast Series

Protecting the Present- Planning for the Future

Oct 13, 2010   //   by Instigate   //   Blog  //  Comments Off on Protecting the Present- Planning for the Future

PROTECTING THE PRESENT – PLANNING FOR THE FUTURE
Tuesday, November 09, 2010 from 7:30 AM – 11:00 AM (CT)
Hampton Inn North
(694 and Lexington Ave N)
1000 Gramsie Road
Shoreview, MN 55126

Join HR Thought Leaders For a Morning of Engaging Content

Candidates are Consumers, What is Your Message?

Christina Schreyer, Founder and Principal

Instigate, Inc.

Keeping High Performers Engaged in Turbulent Times

Victoria Fuehrer, CCP, SPHR, MBA—Founder and President

PORTICOconsulting

Ten Steps to Protect Your Business

Thomas Revnew, Attorney and Shareholder

Seaton Beck and Peters, P.A.

Complimentary Breakfast Will Be Served

Click Here To Register Online

For More Information:

Phone: 651-429-1131

Email: services@instigateinc.com

Instigate Has Gone Sourcing 3.0 with Semantic Search!

Sep 20, 2010   //   by Instigate   //   Blog, News  //  Comments Off on Instigate Has Gone Sourcing 3.0 with Semantic Search!

It is no secret recruiters have used the Internet for years to find the most qualified candidates. A majority of these efforts have involved keyword searching on resume databases and social network sites. The next wave of Internet search is already underway and Instigate is ready to deliver the results to you. Welcome to Semantic Search!

Semantic Search shifts the focus from ‘keyword’ sourcing to the ‘actual’ meanings found within resumes and job descriptions. At the heart of semantic search is search engine and ranking technology which enables our Internet searches to be ‘trained’ to identify the equivalent meanings of terms found in resumes. No two company job descriptions or candidate resumes are written alike, semantic search is able to find hidden matches that current rigid searches would normally overlook.

The value of Semantic Search:

Better Candidates

By improving and automating the searching of a large number of different passive and active candidate sources, Instigate is able to provide you with results on the best matched individuals from tens of thousands of potential candidates found on the Internet.

Faster Hires

Instigate is now able to filter out near-match candidates far more effectively than traditional Internet search efforts. Semantic Search allows us to filter and rank results automatically to greatly reduce the amount of time necessary to sort through lesser qualified candidates.

Reduce Hiring Costs

Our team can focus more time on recruiting and candidate management – not just candidate sourcing. Finding qualified candidates in a fraction of the time of traditional search means less time and money wasted on searching through hundreds of thousands of candidates and interviewing near-matches. Semantic Search will help us match you with your top talent faster.

Semantic Search is now active with all TalentAssist™ – Enterprise-Wide Recruitment Process Outsourcing Services. We are excited to add this capability to our service offerings as we focus on delivering to our valued clients best-in-class recruitment processes, technology and resources. Please feel free to contact us to learn more about how we are putting Semantic Search to work for you.

Behind the Numbers- Unemployment Rate and Recruitment Success

Aug 28, 2010   //   by Instigate   //   Articles, Blog  //  Comments Off on Behind the Numbers- Unemployment Rate and Recruitment Success

There is certainly no lack of statistics and data regarding the current national employment situation. One question we have heard over and over since the beginning of the year: “With so many people unemployed, why are we struggling to fill our job openings?” The answer may or may not be your recruiting processes.

Like many employers, do your job openings require a bachelors degree or higher? If yes, the unemployment rate for those who meet your job requirements is significantly lower.

Employment data kept by the U.S. Bureau of Labor Statistics shows that the unemployment rate for those with at least a bachelor’s degree was 4.5 percent in July 2010, while 10.1 percent of high school graduates who didn’t attend college were without jobs. Add those who never graduated from high school, and the unemployment rate creeps up to 11 percent.

If your job openings require a bachelors degree or higher; solid recruitment practices and strong employer branding are still critical to attracting top talent even with today’s difficult economy.

Instigate Releases Conference List for Fall 2010

Aug 14, 2010   //   by Instigate   //   Blog, Events  //  Comments Off on Instigate Releases Conference List for Fall 2010

Instigate, Inc. is pleased to announce that they are scheduled to exhibit at the following upcoming conferences:

• Iowa SHRM Conference – The Amazing HR Race
o September 29th to August 1st – Des Moines, IA

• Wisconsin SHRM Conference – Chart Your Course on an HR Voyage
o October 6th to October 8th – Appleton, WI

• Minnesota SHRM Conference – HR Building Bridges for Success
o October 10th to October 12th – Duluth, MN

Please look for us at these exciting conferences. For more information or to schedule a meeting while attending a conference; please contact Matt Schreyer, President, at 651-429-1131 or 1-800-259-9865 ext 12.

Major Job Boards: Cost Increasing, Value Decreasing?

Jul 23, 2010   //   by Instigate   //   Blog  //  Comments Off on Major Job Boards: Cost Increasing, Value Decreasing?

There has been a lot of talk about the major job boards losing their share of the online recruitment market. Studies have shown that niche sites and social networking have impacted the reach of the two major boards. (Our analytics show that there is clearly only two major paid job sites for the U.S. market)
We thought it would be interesting to look at what has happened to the published rates for a job listing on each site from 2005 to present:

Job Board A – 16.7% rate increase
Job Board B – 2.3% rate decrease
We will be the first to argue that there is still value in having major job board usage as part of your total recruitment plan. In the case of Job Board A, the question is whether or not their impact on attracting top talent has increased over the last five years to justify a 17% increase.

Tracking and analytics must play a role in evaluating what online recruitment resources are delivering the most ROI. A “post and pray” approach using one or both major job boards will likely fall short in attracting top talent and delivering high ROI.

So, which job board has had the 17% increase? Contact us to find out.

Key Service Values

  • Reduce Hiring Cost
  • Improve Candidate Quality
  • Shorten Time-to-Hire
  • Drive Employer Branding
  • Free Up Internal Staff
  • Lower Agency Usage