attract, hire, and retain great corporate recruiters (barbara bruno)
DESCRIPTION
Presentation from ERE Recruiting Conference 2013 by Barbara BrunoTRANSCRIPT
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ATTRACT, HIRE AND RETAIN
GREAT CORPORATE RECRUITERS
Presented by: Barbara J. Bruno, CPC, CTS
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Technology is initiating change at warp speed.
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This challenge has also provided new criteria, when
hiring Corporate Recruiters or
Talent Acquisition Managers.
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Your recruiters represent the lead channel of talent
attracted to your organization.
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They ensure the individuals hired can meet or exceed your
future talent demands.
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Hire someone who brings a strategic point of view to your
talent acquisition process.
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Recruiting or Talent Acquisition currently
represents a very broad field.
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The average cost of hiring a new employee now exceeds
$3,479. (Berman & Associates 2012)
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Job Descriptions differ greatly.
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Is it in your best interest to expand the areas of
responsibility for your Corporate Recruiter or Talent
Acquisition professional?
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Many Corporate Recruiters support between 20-40
openings with some supporting over 100 positions.
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Great recruiters like the challenge of finding the best talent available vs. people answering job postings.
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They prefer a performance based compensation package.
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They understand the ROI of recruiting passive candidates
for your organization.
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If you do NOT have a significant level of
openings….It may be in your best interest to consider
expanding areas of responsibility.
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Creating strategies and your recruitment process
Sourcing and/or recruiting campaign
Job descriptions can be expanded to
include:
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Talent bench markingAssessmentsInterview Policies
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Internal Employee Referral programsEmployment marketing initiativesEmployee Engagement MetricsRetention programs
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In addition, they are responsible for the more
conventional tasks including:
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Sourcing Attracting Recruiting Interviewing Hiring On-boarding Employees
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Identify characteristics of Corporate Recruiters who attain
peak performance.
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Confidence Tenacity Effective Communication
Skills Competitive Well-networked
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Organized Ethical Strong Closing Ability Results-oriented
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The best candidates for your Corporate Recruiter or Talent Acquisition Manager position
are often not involved in an active search.
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Utilize your professional network.
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To insure you obtain the greatest ROI, you may
consider providing a support person to handle
administrative tasks.
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This would allow your recruiter to focus more on the
20% of what they do that provides your organization with 80% of the successful
hires.
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The people your organization hires are not your greatest assets unless they are the right people who become
engaged and are retained.
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ATTRACT, HIRE AND RETAIN
GREAT CORPORATE RECRUITERS
Presented by: Barbara J. Bruno, CPC, CTS