A Glimpse into Global Recruiting at the Best Companies—Part 2 of 4
Following up from Part 1 of this post—where I introduced global recruiting challenges faced by some of the world’s leading recruiting executives—now I’ll summarize the first of those challenges: leading recruiting across markets and divisions with varied needs. The complexity associated with managing recruiting operations across multiple (often unfamiliar) markets and/or divisions is substantial. Recruiting […]
A Glimpse into Global Recruiting at the Best Companies—Part 4 of 4
As we arrive at the last part in our four-part series about what I’ve learned about global recruiting from leading recruiting executives, we focus on the last core challenge: responding to current and evolving skill shortages. Skill availability is a critical issue for recruiting, and an issue that many CEOs the world over are concerned […]
Recruiting Is More Effective at Reacting to, Not Influencing, Change
In a recent quick poll of recruiting staff, we found that more than half of recruiting organizations respond effectively to changes in business conditions. So, Recruiting organizations are moderately agile. The story is different, though, when you look at Recruiting’s influence on change. Less than one-third of recruiters think that recruiting plays an influential role […]
69% of Recruiting Executives
Report that managing a global recruiting function is harder today than it was five years ago. Today’s environment is more global—or as popular writer Thomas Friedman writes—flatter, than ever before. Recruiting organizations are facing business expansion into emerging markets, competition for local talent from foreign contenders, and increased functional complexity. Instead of simply focusing on […]
How Recruiting Can Detract from Organizational Value
Some recent articles in the news highlight where Recruiting can go (and is going) wrong today: Hiring externally when you could hire internally—A new study by Matthew Bidwell, professor at The Wharton School of the University of Pennsylvania, finds that external hires are 61% more likely to be laid off and 21% more likely to […]
The Power of Labor Market Expertise
Our Talent Advisor model for recruiter capabilities states the importance of recruiters developing expertise about the labor markets they operate in. Simply having labor market knowledge can improve recruiters’ quality of shortlist by 46% and their business influence by 42%. However, less than a third of recruiters have broader knowledge of their labor market competitors! […]
Past Experience Doesn’t Predict Future Performance
Call center candidates’ previous work experience is a poor predictor of attrition, a recent Evolv study asserts. You can’t predict how long a hire will stay based on whether he or she job-hopped or was unemployed in the past. The study does show that personality, aptitude, work style, and skills are much better predictors of […]
Why Every (Recruiting) Leader Needs to Know Differential Calculus
Well, okay. So maybe every high-performing global leader doesn’t really need to have aced that university differential equations course. But the essence of differential calculus—the pursuit of understanding of how things change—IS critical for today’s leading corporate executive. Whether in a for-profit company or not, the financial services or the airline industry, if you aren’t […]
Rethinking University Recruiting
Now that the competition for university talent is again on the rise, many organizations are fighting the familiar fight—investing more in their university employment brands, broadening their job marketing efforts on campuses, and casting a wider net to reach evermore prospective student hires. University recruiters across the globe face difficulties in hiring top student talent, as colleges […]