Search Results - precisely

Blog Post: How to Retain Top Talent?: Nurturing the rising stars of the company is practically a very tough task. And every company must have to design some program to retain top talent (best employees) in today’s competitive…; Added by Skillventory at 3:16am on August 10, 2017

Blog Post: 5 things recruiters should NEVER say to candidates: When it comes to recruitment articles, there’s a great deal of emphasis…; Added by Roxanne Abercrombie at 7:51am on March 6, 2015

Blog Post: Three Simple Strategies to Secure the Best Talent: Jim Collins once said that great vision without great people is irrelevant.…; Added by Roxanne Abercrombie at 11:37am on October 17, 2014

Blog Post: Search in LinkedIn Business vs. Recruiter (Guess Who Wins!)

The never-documented LinkedIn search operators make people search with a personal account -…

Added by Irina Shamaeva at 6:43pm on June 20, 2021

Blog Post: What are the Benefits of HR Certification?: Certifications demonstrates the proof of skills towards the profession and is beneficial both for the employees as well as the employers. As a recruiter, one needs to have the validity of skills…; Added by Lucia Adams at 12:53am on June 15, 2019

Blog Post: Employer Branding - Focus on the business outcomes, not the methodology: Whenever I begin working with a new client, my first task is to understand the landscape. Often what people think they want is not always what they actually need. They look at what appears to be a…; Added by Nick Price at 5:37am on November 12, 2014

Blog Post: Coming Aboard!: I joined this site because of an invitation by someone from SixDegrees at LinkedIn.com.

You can see my company here:

http://trantor.ca

You can…; Added by Bob Trower at 11:03am on February 7, 2008

Comment on: Topic 'Wednesday Wisdom: The Right Stuff': easures the results of decisions made by every contributor to the hiring process ("Did we get what we expected? Did we get value for our investment?"). Everyone owns it, and no other metric more strongly indicates the collective commitment to, or disconnect from, the hiring health of the organization. When Finance reports on the dashboard, they don't report just those things under their control; they report revenue and expenses, the very things that every stakeholder in the business is responsible for. When business silos present only the information that makes their own turf look good, the business is crippled; on the other hand, best-in-class businesses are interested in the metrics that drive discussion and alignment with global goals and objectives. Quality of Hire is a global metric that every stakeholder (read: recruiter, hiring manager, interviewer, and upline manager) has some responsibility for, and should have a healthy interest in. Research released earlier this year from the Aberdeen Group showed that QoH was the preferred human capital management metric assigned by executives in best-in-class organizations. My opinion: Corporate Recruiting is a more strategic contributor when it steps out of the territorial "that's not my responsibility" mode and demonstrates a commitment to speaking the truth - even when it is uncomfortable. The business has to win - not just the recruiting or HR department. If the business fails, recruiting fails too (even if it looks marvelous on the dashboard). And TPRs, although vendors, are more trusted partners when their vetting processes include consideration and discussion of a candidate's potential for performance and retention throughout the first year. Do they own it? Of course not. But as consultants, do they have an obligation to watch for signs of potential mismatch that may lead to turnover in the first year? To the best of their ability, in my opinion, you bet they do. Peter Ceccarelli said:I agree with "fill time" and "cost per hire" as meaningful metrics, but not "quality of hire". The recruiter is not accountable for how well someone is doing on the job. The hiring manager is, and after all they are the ones making the hiring decision based on the interview assessments.I think a meaningful metric is quality of "recruiting", or "customer service" ratings. That typically relates back to fill time and cost per hire, but even an in-house recruiting function should work just the same as a TPR or agency in order to add value. Recruiters drive a process, but if they are driving it wrong, or staying at a red light too long and not pushing the button to turn it to green, then a customer service rating by the hiring manager/team will indicate where the fix might be.Lastly, source code is meaningful. Where are your hires coming from in relationship to where are you spending your time/money to find candidates. …; Added by Claudia Faust at 6:41pm on September 2, 2009

Blog Post: The Challenges of CHROs in A High-tech World: Human resources are directly connected to all departments in an organization and embrace a positive relationship with each person. It is this connection that affords HR to become more…; Added by Lucia Adams at 7:56am on September 17, 2019