Quantitatively Speaking, Why Should Recruiters Provide Hiring Managers With Adequate Information About Available Talent In the Labor Market?

Why do we ask?  Because, in our  Satisfaction with Recruiting Survey , hiring managers said that recruiters conveying the talent that was available (and not available) was very important (4.6 out of 5.0), but that the information they actually received fell 26% short of their needs (3.4 out of 5.0).

If you bought steel cable that held 26% less weight than advertised, you would be outraged.  

For more, follow this link to the full article....

Why Should Recruiters Provide Hiring Managers Adequate Information About Candidates?

We’ve said it before: one of the key reasons recruiting does not work very well is that few people expect it to.

Without deep and precise agreement between hiring manager and recruiter as to what skills, experiences and characteristics a successful candidate should have, the candidate evaluations provided by the recruiter can only miss the mark…and probably the candidates, too….

For the answers, follow this link to the full article...

Why Should Recruiters Understand the Jobs They Attempt to Fill?

One reason is that you get efficient recruiting, appropriate cost per hire, qualified candidates and good hires, filled jobs and work that gets done...and more.

Why is this done wrong?  How can this be done right?  What is the role of quantitative data?

For the answers, follow this link to the full article...

Re-engineering the Process: How To Fix Recruiting...Hiring Managers Say We Need To

25 years ago or so, we ran a survey of hiring managers, candidates and recruiters, seeking to understand what each wanted from the other.  We were a new recruiting company at the time and our focus was to understand how we could better serve our clients (the folks who pay us.  Sorry, candidates!)

A little while ago, we ran almost the same survey again.  To our amazement, and sadness, not much had changed.  Hiring managers' dark and dissatisfied view of the service they got from their recruiters had not gotten better.

We created some static and video pieces about the results of the more recent survey, done in collaboration with IC Potential.

Click here to go to a menu of viewing options.

What's the short version?  Hiring managers are dissatisfied with the recruiting services they receive across 30 factors.  What's worse is that hiring managers' dissatisfaction is greatest regarding the services the think are most important.  So not only are recruiters missing the mark, they are not hearing hiring managers' priorities...or at least not responding to them.

Attracting Candidates: Why Would Anyone Leave His/Her Perfectly Good for Yours?

We have had more than one experience with a client who just forgot to tell their candidates are great they were to work for and how wonderful their jobs were. They struggled as if there was no one in the world available to recruit.

It wasn't so. They just didn't explain what was great about working for them.

I got a little obsessed about this subject and created a set of videos about it. They include

• Branding your company and your jobs
• How to write a position announcement
• When, why and how to use your position announcement.

The three videos are short and to the point, and are integrated, so you can start with any of the three and easily move to the others.

Enjoy.

Recruiting Quantitative Measurement: Are You Getting Your Money's Worth from Your Recruiting?

Is it better to pay $55,000 or $125,000/year for a recruiter? Is it better to pay $55/hr vs. $125/hr for a rent-a-recruiter? Is there "good" recruiting vs. "bad" recruiting? Do they have different impacts on your company's performance?

How do you know? You will surprised by the answsers. Watch this short video to learn how.

Cost of Filling Jobs vs. Cost of Turnover: Recruiting Costs Too Much!

“Costs too much!” the CFO growled.

“How much should recruiting cost?” Jim asked.

“Less.”

“Oh, you are a bunch of help,” Jim said cheerfully.

“You need to take this seriously,” the CFO threatened.

Jim pulled out a piece of paper and read:

The overall Recruiting Cost Ratio for employers has fallen to 9.5%, with a range of 7.8% to 11.2%. The average for recruiting vendors remains at 14.2%, close to last year’s overall measurement.

“We average just under 10%,” Jim said.

“That’s above average,” the CFO barked, as only CFOs can bark when complaining about cost.

“And we have the highest productivity we’ve ever had and no turnover. Not a little. Not less than average. NO turnover.”

“No turnover. So what?”

Jim sighed. . .Read the rest of the story.