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• September, 2010
• 2009
  • March, 2009
    • Talent manage...
• 2008
  • October, 2008
    • To Retain or ...
  • September, 2008
    • Talent Brandi...
    • Are you payin...

  

To Retain or not to Retain? Author: Srikrishna Sridhar Murthy, CareerNet Consulting

1 year, 11 months ago

Why should a client pay a retainer fee to hire senior talent? Isn't it better to have a whole lot of consultants working on a position to ensure success in finding the right talent? These are some of the questions that run through the minds of many people in the recruitment industry and very valid too. However, one big question always almost is never asked, and this, I believe, in itself answers these questions and doubts about hiring recruitment firms on a retainer basis."What do I lose if I don't run a focused effort to hire senior talent?". The obvious answer is Time and only Time... right?.

Understanding and attracting senior talent in India requires tremendous amount of "focus" and more importantly close interaction between all stakeholders. The process requires focus from the company which wants to hire and also from the consulting firm that is helping their client to hire. It is a given challenge that a company will not be able to efficiently engage with many consultants in a focused way and at the same time, given the success based incentive system the consulting firm will not be able to put the right amount of resources required to focus on such important searches. Further, in this scenario the feedback loop between the company and the consultant is slower and not effective as there is lack of clarity on who is accountable and who is driving the search. Hence, this lack of focus can often result in large amounts of delay in identifying the right candidate for the job. Though no explicit money is being spent in this process, we need to account for the implicit impact this is having on the company's bottom-line given the importance of such roles. Yes, we are talking about the basic fundamentals of "opportunity cost" that many of us fail to identify and account for during the recruitment process.
This is like trying to make a hole in the wall with soft pins when what you really need is a sharp nail and the right hammer. So, if you are looking to hire for a critical position in your company, I'd say it's time to pick up the right hammer and the sharpest nail!


Related Tags: executive search, recruitment, hiring, talent

Talent Branding - A recruitment enabler Author: Ashish Chitravanshi, Head - Technology

1 year, 12 months ago

Introduction
Talent Branding is increasingly seen as a strategy to uniquely position an organization with the current and prospective employees. Recruiters in IT/ITES sectors are increasingly advising companies to hire expert help for creating compelling case for the customer with candidates through sustained employer branding. Corporate talent branding contributes towards achievement of key organizational goals like employee retention and talent acquisition. The time has come to unleash the power the talent branding and capture the mindshare of the prospective candidates towards achieving a successful hire.

Marketing for Talent
Competition for relevant talent will only intensify in days to come. Companies will compete aggressively to hire valued candidates. Candidates will have several options to choose from and the lasting differentiator for the corporate will be its brand value perception for a candidate. This has got many companies to market themselves to recruits, by applying variety of branding techniques, thereby helping the recruitment process.
Marketers create new, unique and well positioned brand attributes for an organization to attract talent. It is imperative to study the talent landscape, identify competing corporate and create a comprehensive positioning strategy to develop a strategy to reach out to the relevant talent cross section.

Our experience with talent marketing
At CareerNet, we were quick to identify the value, efficient talent branding can add to a recruitment campaign. We have worked with several customers towards establishing sustained talent branding programs for them. Our vast experience in this space allows us to identify key customer issues and suggest solutions that go a long way in creating a long term brand presence and recognition in the relevant talent pool.
Our team works with the customers and identifies their key challenges, competitors and goals from the program. We then formulate appropriate marketing strategy and action items aimed to share company branding message with the community. Our online and offline programs create measurable impacts and contribute towards enhanced brand presence for the customer.

For additional information on this, please contact us at ashish@careernet.co.in


Related Tags: hiring, recruitment, branding

Are you paying too much for acquiring talent? Author: Thomas J Sebastian,

2 years ago

At the risk of being branded audacious, I'm going to say that the answer to that question for most organizations is a resounding YES. There isn't a whole lot of research and data available on this but there are obvious indicators of inefficiencies in the talent acquisition process. For starters, a vast majority of corporations do not know how much they spend on acquiring talent. The budgeting process is ad hoc, far from "scientific" and is based on limited input from the business.

There are several cost items which are distributed across various budget holders and hence the organization does not have a cohesive view of the overall financial impact. Then there are several hidden costs such as those attributable to the time consumed by the business in interviews and other forms of assessment which do not get counted. As always, there are exceptions and it would be great to hear the experiences of organizations that have "figured this out" or have been grappling with specific challenges.



Related Tags: recruitment, hiring, talent, budget, assessment