While no company has a flawless recruiting system, process or solution, there is a glaring problem shared by many corporate recruiting functions from which the Fortune 500 and the Big 4 are not immune.
As some of the most respected companies in the world invest quite a bit of time, energy and money into social recruiting efforts, interactive recruiting solutions, LinkedIn, Facebook, Twitter, and career site optimization, one critical piece of the recruiting puzzle seems to be all but completely overlooked.
Before you read any further – do you believe you have an idea of what I might be talking about?
From the conversations I’ve had over the years with many corporate recruiters and recruiting leaders from small companies all the way to the Fortune 500 and the Big 4, as well as the contract recruiters who are hired to help these companies source and recruit talent, I believe that the #1 mistake in corporate recruiting is the failure to fully realize and take appropriate action on the value of the human capital data they already possess. Continue reading →
How do you value a database? I say that the value of a database lies not in the information contained within, but in the ability of a user to extract out precisely and completely what the user needs.
When talking about the value of a company’s internal candidate database or the online job board resume databases, we must always be aware that their value is more accurately quantified by the user’s ability to find and retrieve any and all candidates who are appropriately qualified for their needs.
There are 3 major contributing factors as to why most sourcers and recruiters inaccurately value the resume databases they have access to. #1 Talent Mining capability, #2 The search interface/engine, and #3 Believing the hype that the job boards only have desperate, active or poor quality candidates. Continue reading →