Search Results - basically pre-digested

Comment on: Topic '"I Cut Our Exec Search Fees From $2.5M to $14K" - Look Out For Too Much of a Go…': mpanies are unwilling to let any territory, let alone a top territory fall victim to a vacancy. But I also have to toot the HTC horn hereby giving an example; at one of our clients, their recruiting fees were off the charts. 450 placements per year with an average cost per hire of $20,000 per hire they spent over $5Million a year in placement fees alone. Basically, the Hiring Mgrs went hog wild. If they needed to fill a position the "first" thing they did was call up their buddy at an agency for a 25-30% fee. The new VP Staffing/HR convinced the CFO to pull the budgets from the HM's and give it all to Staffing to control. In the first year he lowered agency fees to less than $1 million and reduced overall staffing costs by more than 50% and actually increased the number of hires made to approx 525 new placements not including backfills for attrition etc. He took a very systematic approach; A) First he set up a process where all projects would be approved for minimum qualifications thereby eliminating time wasting positions that were never going to be filled or were duplicated across departments. B) he hired good recruiters not paper pushers, you know the kind that place ads and then push the resume to the HM and wait for feedback. All his recruiters were agency trained and were incentivized by commissions and bonuses on placements made. C) He outsourced candidate pre-screening to HTC. We would first find all low hanging fruit, easy to find candidates and pre-screen and pass them to the recruiters. We screened all incoming resumes from job boards, internet postings etc D) If the low hanging fruit didn't produce a viable candidate after 30 days he escalated project to a Candidate Sourcing project where we penetrated competitive target companies and did all name generation and candidate profiling and sent his recruiters all Qualified Interested candidates so they could be resolved asap. He demanded a 72 hour turn around on all candidates from his recruiters. We were in constant communication. E) If after 60-90 days he still did not have viable candidates in process then he would keep our efforts going and pull in a contingency firm to assist. AND he gave all our research to the contingency firm so they did not duplicate our efforts. (this was brilliant) Most companies waste contingency recruiters time by not sharing this information as if it's Top Secret or something. F) He required us to stay in constant communication with the recruiters with 4-5 different reports (target analysis, candidate dispo, daily and weekly project status reports. What's amazing is how organized it all was. There was accountability, responsibility up and down the process and everyone knew their role. But alas all good things come to an end, the VP had some health issues and was moved into an HR role and the new VP of Staffing brought all functions in house which increased costs by 10-20% but he felt like he had more control and didn't have to manage external vendors. And he decreased the $1M in agency fees to $500K BUT only had 400 placements that next year... So the moral of the story is...In staffing if you do a bad job you usually get fired and if you do a great job and fill all the positions you also get fired... :-) Bottom line is not every position can be filled by any one tactic or vendor solution so find the clients that match your style and do your best to keep them happy. There are tradeoffs to any solution. Jeff Weidner HTC Research Corp…; Added by Jeff Weidner at 7:51pm on November 5, 2008

Blog Post: Think Talent Pipelining in 3...2...1: Building a talent pipeline sounds like this really difficult, intense task and for that…; Added by Raj Sheth at 1:45pm on May 2, 2013

Blog Post: @SourceCon Part 3: Speed & Quality: How to Win at Both

Added by Dean Da Costa at 2:55pm on March 31, 2016

Blog Post: How to Improve Business Insights

By …

Added by TargetRecruit at 12:45pm on July 19, 2021

Comment on: Blog Post 'Are job boards a waste of time?': recruiter inquiries from job boards ALL THE TIME, yet I seem unable to get any interest from recruiters via social media sites like this one. I joined this blog to find out why. Job boards have gotten a bad reputation: partly due to their own pathetic business model and partly due to the numbers game. Job boards like Monster and CareerBuilder market to job seekers as a path to their next career. But nothing in their business model marries them to an individual job seeker's success. They earn revenues on the employer recruiter side and use some of those funds to attract job seekers to view ads or enter their data into the resume database. This is the basic problem. As a result, anyone can apply to a job, whether they are qualified or not via a job board (some exceptions : pre-employment q's) or post a resume that is basically a lie with no penalty. The job board doesn't know and doesn't care other than posting some content that say's don't commit resume fraud or charge a resume critique fee to the job seeker with no guarantee. In the end, the data quality of job boards is poor and unreliable. However, one can make them work for you. Here's how. 1. Write a resume to a job ad. 2. Track the searches/views clicks of a resume in a database. If they aren't increasing, the resume needs more information. ( I call this resume tracking or testing "crowdsourcing a resume." I use YOU the recruiters to tell me if the resume is of interest based upon the aggregate searches and views. I have taken an 2-year unemployed job seeker and rebooted her campaign with a job offer in 8 weeks based upon my crowdsourcing technique. 3. Be as detailed as possible when posting a resume to a job board. Manually input the information instead of uploading the resume. A couple of comments about Job boards: CareerBuilder is very branded and popular but job seekers get crap from it. Too many contract jobs. Too ma ny scam jobs. Too many ridiculous inquiries. Too easy to apply to a job. Poor quality control. Monster is very branded for sure but if you spend the 90 minutes filling in the profile IN DETAIL, you get good recruiter inquiries. My inside tip for Monster is in the section called career goals, it asks for the job title of the job you want. Well, you can add 15 job titles. So, go to indeed.com and search for all the iterations of the job you want. Take all the iterations and post them into Monster. It drives up job seeker visibility. Market niche boards are the best. Less competition, best data quality, good results. Randalll Scasny Director, FS5 Consulting http://fs5consulting.com…; Added by Randall Scasny at 12:11pm on May 3, 2012

Blog Post: But.... will it make the boat go faster?

I was in an interesting Client meeting last week, getting feedback on a candidate who had been through 2 interviews and had 3 reference checks taken.

‘Craig,’ the client began, ‘We’re not…

Added by Craig Watson at 6:33pm on October 3, 2011

Blog Post: Is AARP The Best Carrier For Plan F?

Having adequate insurance is a necessity for many baby boomers; and it seems that AARP is the…

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Blog Post: Benefits of ATS for an agency: Before getting into the benefits of ATS, let me tell you what an ATS is. In simple terms, an …; Added by Eli Franklin at 12:06am on December 10, 2019

Blog Post: Radio Silence

Oh brother here we go down that rabbit hole of being a…

Added by Maurice Robertson at 10:59am on September 26, 2016

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