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When I listen to recruiters discuss sourcing some have an amazing attitude. They are like Labrador Retrievers on the search – pant, pant, pant, There! Other recruiters act almost like sourcing is an imposition. They want to try to find the easiest way to “screen out” candidates.
Social media and social networks have been used longer and more frequently in technology staffing than other industries. We as agencies, human resource professionals and internal recruiters, should be using social media more effectively in recruiting and staffing initiatives because doing so will help maximize results in terms of candidate engagement, building relationships and placements.
Business literacy is defined in SHRM’s Business Literacy Glossary as “the knowledge and understanding of the financial, accounting, marketing and operational functions of an organization.” Business Dictionary .com defines it as: Extensive experience in dealing with commercial matters that yields a prompt and appropriate response to issues that typically have a favorable outcome. One of the best characteristics to look for in a senior executive is well developed business acumen that typically comes from the combination of experience and having the innate mental agility needed to deal quickly with business situations as they arise.
One of the most common complaints patients have with today’s health care system is redundancy. It seems that every time you go to the hospital or doctor’s office, you have to tell the same story to every physician, nurse or other health professional you encounter. Why can’t your medical records be on one easily accessible electronic folder, just like your financial records are when you go to the bank? The answer is that soon they will be.
In today’s rapidly evolving business environment, organizations are often forced to remain competitive by adapting a culture of rapid change. However, updating and communicating the organizations’ strategy to reflect these changes frequently doesn’t occur. A solid strategy is the cement and mortar in the foundation of any successful organization.
New product and service developments, increased or decreased growth, or other external environmental factors may have led the organization to stray from the strategy.
With the large number of people currently looking for work, and greater accessibility to talent globally, conventional wisdom would say it makes sense that employers have no trouble filling positions. Yet, this is not the case. Too often, companies struggle to find the qualified “A” level workers despite having access to an increasingly mobile and global talent pool.
Perhaps that newfound mobility is part of the problem. We are entering a new era of hiring, the Human Age, where employees have more say in where they work, when they work and how they work.
“I recruit using Dice.” “I recruit using social media.” “I recruit using LinkedIn.” “What is the best job board to recruit sales (or IT or marketing or finance, etc.) candidates?” These are all questions I have seen repeatedly in recruitment Yahoo! Groups or in LinkedIn Groups.
It appears that many companies confuse sourcing with recruiting, possibly since many sourcing tools try to sell themselves as recruiting tools. While sourcing is certainly important, it is the third step in the recruitment sales process. All seasoned recruiters, corporate and third party, may leave the room…
Here’s something big to think about….
How many times have organizations focused on hiring ‘the best and the brightest’ people, and how many times have those people failed? According to a recent three-year study by Leadership IQ, 46% of new hires were deemed failures within 18 months, and only 19% were considered unequivocal successes.
The interview is the foundation of the entire hiring process. This is why it’s critical that you ask the best questions.
It takes time and practice to master the ability to conduct an effective interview. It is important to realize you are a complete stranger who your candidate doesn’t necessarily trust, so their answers can be guarded. Without a proper interview, you will have problems occur throughout the hiring process.
Physicians today are in short supply not only in traditionally underserved rural areas, but in a wide range of suburban and urban areas. The national physician recruiting firm Merritt Hawkins reported last year that 44% of its physician recruiting assignments took place in communities of 100,000 people or more, underlining the fact that it is not just small communities that need assistance with physician recruiting.