I'm looking for a recruiting solution for a small company. I have a few good options that I'll present to my colleagues in a few days. When I was looking for solutions, I found there are several companies that offer their talent management packages only to mid size or large organizations. The search is narrower when we are talking about 50+ employee companies, I understand why. Anyway, my archaic system is becoming less useful and it is ridiculously time-consuming.
During my research, I've noticed that it is not only the quality of the platform that you use to do your recruitment what brings success or failure to your process, instead the culture and management style at your company have the biggest impact in the implementation of a new system.
Recruitment is not an isolated event, it exists because of reasons like turnover, restructuring that creates new positions or eliminates current ones, etc... Recruitment is part of talent management and has to be addressed the whole phenomenon. Business success includes talent acquisition, management, deployment and it is very important to handle the talent pool and work on succession planning. I hope to convey this need to my team in a few days...
Showing posts with label Recruitment. Show all posts
Showing posts with label Recruitment. Show all posts
Friday, May 7, 2010
Wednesday, May 5, 2010
Social networking used to recruit talent
“Social networking: how it changed networking and the next generation of online tools” is the title of a white paper published by Taleo. The document made me think of the two sides that recruiters face looking for job applicants in the cloud, one side is the broad availability of candidates and the other side is the overwhelming from hundreds or thousands of unqualified applicants. We all know that there are millions of people looking for jobs, recruiters need to understand how to filter information in order to get the right candidates; fortunately technology helps.
Social networking is still growing, there are people who haven’t tried sites like LinkedIn, Twitter, and so on; therefore, they won’t be found by recruiters using social media; there are traditional recruiting methods still in use, but for how long?. It seems like in the future almost everyone will be using social media and this technology will play an essential role in finding jobs/applicants. We as HR professionals have to be prepared to sort the huge amounts of information that we’ll be getting and we need to learn those technology applications that will make our work more efficient.
I recommend this white paper as a way to learn all those websites that people use; I found particularly interesting the fact that certain groups of people use some websites that are completely unknown by people with other characteristics. This knowledge might be useful when looking for candidates and at the same time we should keep in mind that we don’t want to violate equal employment opportunity regulations.
Social networking is still growing, there are people who haven’t tried sites like LinkedIn, Twitter, and so on; therefore, they won’t be found by recruiters using social media; there are traditional recruiting methods still in use, but for how long?. It seems like in the future almost everyone will be using social media and this technology will play an essential role in finding jobs/applicants. We as HR professionals have to be prepared to sort the huge amounts of information that we’ll be getting and we need to learn those technology applications that will make our work more efficient.
I recommend this white paper as a way to learn all those websites that people use; I found particularly interesting the fact that certain groups of people use some websites that are completely unknown by people with other characteristics. This knowledge might be useful when looking for candidates and at the same time we should keep in mind that we don’t want to violate equal employment opportunity regulations.
Friday, April 30, 2010
Recruitment solutions
I’ve been doing research on talent management technology and I’m glad Jun mentioned Mr. Ted which seems to be potential software to bring at work. My organization has 55 people and it has been challenging to find options that offer services to small companies. As I shared in class, my recruitment system is quite archaic and time-consuming; I think the lack of a serious recruitment platform gets pricey in the long-term because we use skilled people to do automatic tasks like reviewing and entering resumes manually.
People who are familiar with HR know that workforce is becoming more diverse and mobile. There is a current trend of changing jobs every two or three years, therefore, recruitment becomes a priority at work. Talent acquiring, deployment, management and evaluation are a necessity to be in line with business strategy. I need to bring change to my paper system. Some of the advantages of Mr. Ted are streamlining the recruitment process, identification of talent base, communicating open positions internally and externally, and so on. Mr. Ted offers integration with other HR software like payroll applications. At the end I need an integral solution, some kind of system that speaks to its various components. That’s my story… and this class has been a good start!
People who are familiar with HR know that workforce is becoming more diverse and mobile. There is a current trend of changing jobs every two or three years, therefore, recruitment becomes a priority at work. Talent acquiring, deployment, management and evaluation are a necessity to be in line with business strategy. I need to bring change to my paper system. Some of the advantages of Mr. Ted are streamlining the recruitment process, identification of talent base, communicating open positions internally and externally, and so on. Mr. Ted offers integration with other HR software like payroll applications. At the end I need an integral solution, some kind of system that speaks to its various components. That’s my story… and this class has been a good start!
Tuesday, April 6, 2010
I still deal with paper files at work… HRIS might help!
I’m glad one of our assignments in this class is to write a project to solve a challenge at work because I have a BIG one and it is related to lack of technology! Basically, we don’t have a modern platform and rely heavily in excel, pen and paper. So, I drafted the following plan based on the charter that Jun provided last Thursday. Please, feel free to ask any questions and/or suggest what you feel might improve my project and increase management buy-in.
1. Problem statement
Recruitment is very time-consuming for the HR team. This issue might be increasing our cost in the long term and affecting our capability to attract talent.
2. Customers
Job candidates, HR staff, senior management.
3. Business case
The recruitment workflow starts when there is an open position; then HR and the hiring manager revise the job description. Now, it’s time to post it, I log in several websites and begin my copy-paste. In the meantime, IT sets up a specific email address to get all the applications for the same position. Eventually, I’ll start getting resumes in my already created outlook folder. You can imagine the amount of resumes that I get, so I’d better print them out and enter them in my database on a daily basis. Although I only enter contact information and a mini summary of work experience, I still have to eye-scan each resume. I’m the first filter and I have to give the hiring team/manager a bunch of resumes to go through. After that, they let me know who to schedule interviews with. While I’m populating my file-maker database, I’m sending acknowledgment letters too. At the end of all this, my inbox is full again because people reply to such acknowledgments, the cycle never ends…
4. In scope
A better recruitment system would help my team to be more available to other needs of the organization, therefore offering better customer service.
5. Out of scope
The organization would benefit from a more efficient HR team that improves the capability to recruit talent through strategies like a faster and accurate recruitment process and therefore a more professional image.
6. Success metrics
a)Faster creation of the external talent database.
b)Immediate acknowledgment of application received.
c)Avoid offer rejection from the applicant due to long decision making process.
7. Deliverables
a)Communication plan: identification of agents of change in order to explain the benefits of a new system, staff meetings, supervisor meetings.
b)Training plan: IT and HR in collaboration to offer training facilitated by external and internal experts.
8. Resources
a)Functional/technical: Research of options available in the market to implement the new system. IT assess technical infrastructure needed and HR evaluates skill set requirements to migrate data to a new platform.
b)Sponsors: who is going to invest the money, time and effort necessary to implement the new system?
9. Core team
In order to implement a new system that complies with federal and state laws, as well as organization policies, is necessary the close collaboration of the IT and HR department.
1. Problem statement
Recruitment is very time-consuming for the HR team. This issue might be increasing our cost in the long term and affecting our capability to attract talent.
2. Customers
Job candidates, HR staff, senior management.
3. Business case
The recruitment workflow starts when there is an open position; then HR and the hiring manager revise the job description. Now, it’s time to post it, I log in several websites and begin my copy-paste. In the meantime, IT sets up a specific email address to get all the applications for the same position. Eventually, I’ll start getting resumes in my already created outlook folder. You can imagine the amount of resumes that I get, so I’d better print them out and enter them in my database on a daily basis. Although I only enter contact information and a mini summary of work experience, I still have to eye-scan each resume. I’m the first filter and I have to give the hiring team/manager a bunch of resumes to go through. After that, they let me know who to schedule interviews with. While I’m populating my file-maker database, I’m sending acknowledgment letters too. At the end of all this, my inbox is full again because people reply to such acknowledgments, the cycle never ends…
4. In scope
A better recruitment system would help my team to be more available to other needs of the organization, therefore offering better customer service.
5. Out of scope
The organization would benefit from a more efficient HR team that improves the capability to recruit talent through strategies like a faster and accurate recruitment process and therefore a more professional image.
6. Success metrics
a)Faster creation of the external talent database.
b)Immediate acknowledgment of application received.
c)Avoid offer rejection from the applicant due to long decision making process.
7. Deliverables
a)Communication plan: identification of agents of change in order to explain the benefits of a new system, staff meetings, supervisor meetings.
b)Training plan: IT and HR in collaboration to offer training facilitated by external and internal experts.
8. Resources
a)Functional/technical: Research of options available in the market to implement the new system. IT assess technical infrastructure needed and HR evaluates skill set requirements to migrate data to a new platform.
b)Sponsors: who is going to invest the money, time and effort necessary to implement the new system?
9. Core team
In order to implement a new system that complies with federal and state laws, as well as organization policies, is necessary the close collaboration of the IT and HR department.
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