Jun 17

SourceRight Advisor Innovation Bulletin: Leveraging Alumni Portals to Access Reliable Quality Boomerangs

By Wendy Linden Managed Service Programs, Recruitment Process Outsourcing, SourceRight Advisor Bulletins No Comments »

Developing and leveraging client alumni portals cost-effectively produces reliable quality talent pools for business organizations and their MSP/RPO workforce service provider.  After decades of aggressive, successful implementations of disintermediation strategies, it makes perfect sense to access known talent pools now willing to engage in new, flexible employment arrangements.  Why only use traditional talent acquisition value chains when cost-effective and sometimes more reliable and flexible alternatives are available by leveraging an organization’s proven human network and business community.

A vast amount of research indicates that the American workforce has changed resulting in a rise of independent, career-minded workers which is driving significant implications for the U.S. employer.  SFN Group’s Emerging Workforce Study took an in-depth look at employee motivations, expectations and their viewpoints on success and failure, and further explored the divergent aspects of the “emergent”, independent workforce compared to the traditional “job-security focused” worker.  This research has consistently found a growing segment of “emergent” independent workers who seek a new and different employment compact. (Info link: http://spherion.mediaroom.com/pressroom/index.php?s=41)

Concurrently, it’s no secret that we can’t keep all of our employees forever so the opportunity then becomes how we maintain a long-term affiliation with them.  Staying connected to former employees is a low cost, high value opportunity for a variety of reasons including:

  • Reengagement potential of known and proven alumni talent
  • Maintaining a competitive edge by tapping into flexible working arrangements for full time and/or “project” based needs and requirements
  • Direct “disintermediation” reduction in talent acquisition sourcing costs and time to a productive engagement
  • Further cost reductions with on-boarding, job-training, production start-up and other general assimilation costs when engaging alumni workers
  • Reduction in disengagement, off-boarding expenses
  • Tapping into and leveraging the alumni’s referral network
  • Corporate ambassadorship (spreading the goodwill, maintaining the corporate image/reputation)  

Alumni Resource Centers are a great way to optimize your relationship with your alumni talent. The deployment of a company branded Alumni Resource Center portal allows your SourceRight staffing service recruiters to mine a proven talent pool of high quality engaged “boomerangs” (returning alumni talent). The result is faster time to fill/hiring periods of high quality, proven, known talent with cost effective talent acquisition and engagement.

Incidentally, Alumni Portal/Resource Centers are being established by many business organizations with the outsourcing of the entire deployment and management of the Alumni Resource Center program…..from managing the program’s content relevance and the building of the talent pool, to managing job postings and matching the candidates to the actual jobs/projects, etc… This allows the organization to focus on running their own business with the right talent at the right time for the right costs.

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Apr 21

What’s age got to do with it? Recruiting techniques for the workforce of the future

By Rebecca Callahan Recruitment Process Outsourcing No Comments »

Age is just a number. It’s a motto many of us live by. Coincidentally, that adage holds true for recruiting efforts as well. In the past, workers have mainly been classified by age: baby boomers, Generation X, Gen Y.  As it turns out, age doesn’t dictate work ethic, workplace preferences or even attitudes towards a career.

According to just-released research a new type of worker has emerged. These “emerging workers” span all age groups, from recent college grads to senior managers with decades of experience…and everyone in between.  And, they are expected to represent the majority of the American workforce in the near future.

Who are these new workers and what impact do they have on recruiting efforts?

Emerging workers have redefined traditional concepts of loyalty, job satisfaction and career advancement.  Their goal is to be creative and challenge traditional ways of accomplishing tasks. They want an environment that offers growth opportunities based on contributions, not tenure.

This revolutionary trend is quickly changing the way companies attract, retain and motivate talent.  Recruiting is no longer a sterile, one-size-fits-all approach. As hiring managers and HR executives evaluate current job openings and future workforce needs, they must take into account the inherent behavioral characteristics that the job requires and ensure the talent being recruited is well-matched not only to the company, but the individual job.

Of course, hiring managers can’t be expected to overhaul their entire recruiting strategy overnight. But they can enlist help in the form of a Recruitment Process Outsourcer (RPO). A good RPO provider has processes in place to identify and attract the most sought-after emerging candidates who want to contribute, grow with the company and impact positive results. RPO knows it’s not about age, it’s about attitude.

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Apr 07

Attracting and Retaining Your Top Talent

By Rebecca Callahan Recruitment Process Outsourcing 1 Comment »

The “new workplace” is here. A tough economy has not only changed the way businesses operate; its changed how employees view their careers and their employers.

A recent study of the U.S. workforce found that a new breed of worker has emerged. These “workers of the future” have different needs when it comes to their job, and the requirements that determine whether or not they will succeed in the role, or within the company.

The statistics that were revealed serve as a wake-up call to employers. Nearly half of workers say being successful at work and moving up the career ladder is their top priority. However, just a quarter of workers are satisfied with their growth potential at their current employer. Despite this mindset, far too many organizations believe that merely showing up for work means their workers are engaged.

While 60% of companies say identifying qualified workers is a top concern, obviously, there’s a disconnect here between what workers want, what employers think they want, and what it takes to attract and retain talented workers moving forward.

Status-quo recruiting techniques and conventional incentives programs no longer work. Creative recruiting techniques, retention strategies and career development options are needed.

Recruitment Process Outsourcing addresses the employer/employee disconnect. With a core competency in recruiting, RPO providers are acutely tuned into the pulse of the workforce, its changing attitudes and what it takes to attract and retain the best and the brightest. RPO is the best way to build a solid foundation of talent.

Economic turmoil has forever changed employers’ attitudes towards staffing requirements and employees’ attitudes toward employment opportunities. Now is the time to ask yourself (and answer honestly): Are you attracting the right workers for the business environment of the future?

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