Love the concept that we can actually take things off of the ever growing TO DO LIST. Although, I have yet to master this concept. Frankly, I find more often than not, it just ends up being farther down my list, now collecting dust.… Read more
Writing my CEO blog. It is not my intent to offend, nor it is to say that my view is the same for all of those who work with me. However, it is still open forum. I am writing about what evokes thought for me and topics for which I feel a real sense of need to bring into the light for others to engage in and talk about.… Read more
At this week's staff meeting, Peter suggested that they outsource at least some of the requisitions to an agency. But, he said, "Let's not just use an agency. Let's find a firm who will want an on-going relationship with us and let them completely take over ownership for some of the really hard-to-fill positions."
The other two recruiters, and most of the HR team, had some reservations about doing this. They worried about losing their jobs over time and wondered if any outside agency could really understand what their hiring… Read more
Executive Survey: The Outsourcing Institute's Annual Survey of Outsourcing End Users
Top 10 Reasons Companies Outsource
1. Reduce and control operating costs
2. Improve company focus
3. Gain access to world-class capabilities
4. Free internal resources for other purposes
5. Resources are not available internally
6. Accelerate reengineering benefits
7. Function difficult to manage/out of control
8. Make capital funds available
9. Share risks
10. Cash infusion… Read more
Help your organization develop a powerful recruiting strategy
Work with you to articulate your unique recruiting philosophy
Enable you to transfer it into your branding messages and selection criteria.
GLR believes that every organization should have a staffing strategy that guides its approach to talent and that is tied to the overall organizational strategy. Employment branding, candidate screening and selection, the hiring process itself and employment metrics should be directly linked to that strategy.… Read more
The skills that once defined a corporate recruiter are not sufficient. Indeed, those skills are actually detrimental to success today.
A corporate recruiter has always had a different skill set from a recruiter working in an agency or as an independent. While agency recruiters have focused on building relationships, tapping into new sources of candidates, and assessing candidates against a variety of criteria, the corporate recruiter has evolved three very different set of competencies over the years.… Read more
What we can help you define:
Recruitment branding is a critical aspect of creating an effective recruiting function. Your brand is your calling card that often impacts your recruiting (and your retention) before you even begin - and you may not even know what that brand is if you aren't actively developing and marketing it correctly.… Read more