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SEPTEMBER 2019  |  BETHANY OKRAN, RECRUITING OPERATIONS LEAD


Today’s Reality: Pressure for talent acquisition leaders to create a scalable recruiting team that can flex up and down based upon the needs of the business continues to increase. While hiring more recruiters can be the answer to scale up to meet hiring demands, the scaling down part is typically not so easy and can have lasting impact on your recruiting team.

For talent acquisition leaders: 

  • Evaluate your team’s ability to quickly scale up and down.  Have a plan in advance so you are prepared as business needs change.  There are many pros/cons to contract recruiters, staffing agencies and RPO solutions.  If you are not equipped to manage a sudden increase or decrease in hiring volume, you should be.
  • Meet with business leaders on a regular basis to gauge upcoming hiring needs as they align to their business objectives. 

For recruiters:

  • Be open with your leader about your bandwidth to manage your current req load. 
  • Not all reqs are created equal – those in competitive markets or with highly skilled requirements are going to take longer to fill.  While this may seem obvious, as your leader is evaluating the ability to scale, be sure to partner with them to evaluate a realistic req load. 

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Today's Talent Talk_Bethany Okran

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Today's Talent Talk_Pam Verhoff

SEPTEMBER 2019  |  PAM VERHOFF, PRESIDENT


Today’s Reality: According to a recent USA Today article, 51% of hiring managers actively recruit for positions that are currently filled but may turnover in the calendar year. Of those hiring managers, 55% say it reduces time-to-hire and 42% say it reduces cost-per-hire.

For talent acquisition leaders: 

  • Build a talent community and proactive talent pipeline can be essential for high turnover and growth positions.  
  • Schedule regular meetings with business leaders to identify these high turnover/growth areas to develop a proactive plan.

For recruiters:

  • During the requisition intake discussion, ask if this is a high turnover position and help build a proactive plan to pipeline candidates.
  • Integrate the hiring manager’s activities into your recruiting process to collaborate on proactive hiring. 

To continue the conversation with Advanced RPO’s Pam Verhoff and to gain insights for both talent acquisition leaders and recruiters, click below.

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SEPTEMBER 2019 | KEVIN ARMSTRONG, ACCOUNT MANAGERToday's Talent Talk_Kevin Armstrong


Today’s Reality: Candidates are asking for more flexibility than ever before - office location/remote, flexible hours including evenings and weekends, and policies can vary by department.  This can make it difficult for recruiters to effectively communicate to candidates.

For talent acquisition leaders:

  • Make sure your company has clear guidelines on all facets of flexibility.  If these vary by department, make sure recruiters know the differences for each requisition.
  • If your organization offers unique flexibility, be sure to communicate that in your employment value proposition.

For recruiters:

  • Help hiring managers help identify and convey the flexibility for the position being hired.  They will likely be asked questions during the interview process and need to have the answer framed so that it aligns with both corporate objectives and their individual department rules.
  • Utilize the flexibility requirement as a screening tool to identify not only candidates that fit the functional aspect of the position but also the candidate’s flexibility requirements.

To continue the conversation with Advanced RPO’s Kevin Armstrong and to gain insights for both talent acquisition leaders and recruiters, click below.

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