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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.

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!

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….

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.

Key Service Values

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