How to Create a Sourcing Strategy

While confusion seems to reign among recruiting leaders on how to build effective sourcing strategies, Donna Quintal at Sears Holdings Corporation has been able to craft a powerful set of analytics over the past few years to help predict where hiring will occur before the requisitions appear and what sorts of candidate communities should be cultivated to meet expected needs.

What Donna has done anyone can do — she started small, made a business case for what she did, and because of her practical and business-focused approach was able to get additional resources and expand the usefulness of her analytics.

It is not necessary to have sophisticated analytic tools or exceptional expertise. These are useful, but they are not necessary to get started. Even simple data can be powerful, and is often more useful in the beginning because it is easier to see the connection between the data and the results that business leaders respect.

Donna started with simple tools — just an Excel spreadsheet and Survey Monkey. She gathered basic data from surveys created in Survey Monkey. She gathered data about the needs and issues the hiring managers had, especially from areas where there were problems. Once she had this data, she was able to look for common issues and target areas for improvement. This was then shared with recruiters and HR for action.

To read the full article by Kevin Wheeler at ERE, click here.

6 Key Characteristics of a Kick-A** Recruiter

True or false? Recruiters sit around waiting for the right resumes to fall in their laps.

True or false? While attending candidate-focused events, good recruiters chat only with coworkers and passively watch as candidates stroll by.

True or false? Top-performing recruiters only work active applications in their company’s applicant tracking systems.

Answers: False. False. And false!

Yet, at countless job fairs, within global companies and on HR teams across the country, poorly trained, unapproachable and lackluster recruiters are tasked with finding their companies’ next top talent. Don’t let yourself be one of them!


Read more: http://www.businessinsider.com/6-key-characteristics-of-a-kick-a-recruiter-2013-2

Ethical and Legal Recruitment Considerations

As a trainer in behavioral interviewing techniques at our organization, I am still continuously surprised by the inappropriate questions that we catch managers asking candidates.  Often times, they have rationalized why a question is relevant to a position without true consideration of the legal and ethical implications.  In order to spark discussion during class, I usually assign pre-reading of the following USATODAY article. 

http://usatoday30.usatoday.com/careers/resources/interviewillegal.htm

Part Two of the NAHCR Recruiter’s Handbook Legal and Ethical Issues for the Recruiter is also a valuable reference resource.  This includes chapters on the hiring process, federal employment laws, and immigration laws.  You can order a copy at http://www.nahcr.com/Documents/Recruiter%20Handbook%20Order%20Form_0612.pdf.

While the majority of the time these illegal questions that pop up are unintentionally asked, they can still place a company or organization at risk of a claim with the U.S. Equal Employment Opportunity Commission.  What resources do you use in your organization to educate hiring managers regarding legal interview questioning?  Have you seen any recent publications on this topic that you think would be helpful to share?

 

Melissa Marrero RN-BC, BSN