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

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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 […]
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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 […]
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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 […]
Recruit

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 […]
Recruit

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 […]
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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! […]

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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 […]
News

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 […]
News

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 […]
Recruit

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 […]
Recruit

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 […]
News

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! […]

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 in setting corporate strategy, influences decisions made by business leaders, or influences hiring managers’ talent decisions. Proactively shaping – and not just reacting to changes in – talent and business strategy is where most organizations have the most room for improvement and where we see the best ones headed.

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 with. As one recruiting executive put it: “Talent management and long-range planning is squarely a CEO and board issue.” Leading recruiting executives are responding in two ways: (1) optimizing their direct sourcing capability to more effectively compete for scarce, hard to find talent, and (2) strengthening partnerships with universities. Organizations are focused on improving their direct sourcing capability by building

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 executives worldwide grapple with the question of standardization. What do I need to standardize and what can I leave to be locally customized? Many recruiting executives speak about the need to identify the key components that need to be standardized globally, and to focus on managing those while allowing for customization elsewhere. We’ve heard differing theories about how to get

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