Archive for the ‘Technology: de quoi s'agit-il?’ Category

How To Continuously Improve your Talent Acquisition


HR and Talent Directors who are Direct Resourcing Strategists discuss Continuous Improvement strategies and how they have saved themselves time and their organisations money while gaining control and improving efficiency. Simply request the notes of the meeting and I’ll send them to you.


Big Data on War For Talent


Which talent acquisition strategies actually save most time, what ones cut the most cost? Here’s aggregated data across 571 employers who are members of Direct Resourcing Strategists on the ten most successful strategies to save time and cut costs. Simply request the report on time saving and cost cutting strategies and I’ll send it to you

Talent Acquisition Tips and Christmas Tree Lighting – can you elucidate and shine?


Talent acquisition is like Christmas Tree Lighting – done well, it lights up the org tree and illuminates its best features. Here are 13 enlightened talent acquisition strategies. Download the article, comment on EITHER whether these should be done in Series, and if so, in which order, OR whether these should be done in Parallel, and if so, why, and then vote on someone’s else’s comments to see which Star comes out on top!

What are the software tools most commonly used by Employers and Search firms?


A Reader asks RecruitAdvisory…

What are the software tools most commonly used by Employers and Search firms?

Short answer:

As an employer or an RPO, just look at the Taskbar at the bottom of your computer screen and see how many apps you have open just to do your recruiting or resourcing management job! You need a platform that integrates all these recruitment tools into one screen to increase productivity and start enjoying recruitment again, don’t you!? That platform is Cloud Computing with extreme ease of use, intuitive, no training required apps sitting on that platform.

Long answer:

The drive for more productivity aswell as better candidates demands more technology.

I counted over 300 vendors doing one thing or another somewhere in the requisition-search-preselect-select-onboard recruitment process, so here’s a partial directory of suppliers in the UK

I have a list of suppliers that I work with, but I’m looking for more to partner with, so call me if you have a great solution that fits nicely somewhere in the end-to-end recruitment cycle.

Active candidates use job-boards. What really helps are multi posting engines like knollenstein and equest.

What irritated me as a recruiter was having to go into all the job-boards we used to search for CVs one board at a time. So a tool like Daxtra is really helpful. There’s the problem of finding good candidates in the ocean of active applicants. You need CV parsing. You also need to ask these applicants questions online. I would contend you also need to assess their fit with the employer and the specific job, so look at effectivate.

To help pipeline candidates, you need a CRM system like Avature. Being able to search expert forums, blogs and social media for passive candidates can bring big rewards in the long run whether you are an employer or an RPO. LinkedIn, facebook and twitter are great, but there are plenty more social networks, so you need an aggregator to make the most of your time.

There are so many tools that we use nowadays whether we are RPOs or employers. It makes a nonsense to buy a talent management / human capital management / HR suite because they simply don’t address many of the most critical functions of the recruitment process. The priority is to integrate your recruitment tools using a Cloud Computing platform to help you get more satisfaction out of doing a better job.

Best innovations in recruitment


A Reader asks RecruitAdvisory …

 What have been the best innovations in recruitment in the last two years?

Interested to hear what recent (let’s say last 2 years) innovations people have seen in the recruitment sector which are genuinely useful and value adding.

There have been so many great innovations in recruitment technology in the last two years, in each part of the recruitment cycle, from job requisition, through sourcing and screening, to selection and onboarding, aswell as for combinations of these parts. Tools for reporting generally have improved greatly too.

As a hiring line manager, I benefitted from none of them. and I guess that’s why I spent 10% of my time sourcing and selecting new talent, and as a recruiter, I spent an inordinate amount of time flitting between multitudinous tools, especially all the job-boards we used and subsequently the social networks.

So for me, innovations that aggregate the tools in one place are the most useful and value-adding. There is no one software vendor that has the monopoly on the best tools. The Jack of All Trades really is the Master of None in recruitment.

That’s why the single biggest innovation is Cloud Computing: you choose the tools you believe are Best of Breed in each part of the recruitment cycle, and it aggregates all your chosen tools in one place, making you a much better recruiter and putting the fun back into recruitment.

If Recruitment is part of the HR department, why don’t the leading employers integrate it into the same database as the rest of HR systems?


A Reader asks RecruitAdvisory…

If Recruitment is part of the HR department, why don’t the leading employers integrate it into the same database as the rest of HR systems?

Recruitment is an external, market-facing activity, whereas the rest of HR is a purely internal affair. Your Board of Directors would be very worried if the database housing their own personal and highly sensitive Compensation & Benefits was also being populated with 100,000 CVs applying for jobs in your new Chinese operation, wouldn’t they?

Recruitment processes a  high volume of low value data, HR maintains a low volume of high value data. Large employers will have over 1 million CVs on their database to which they might add 40,000 every week, but Learning & Development will be concerned with the skills, aptitudes & training gaps of only the top 10,000 current staff.

Recruitment has flexible workflows that change regularly, while HR has fixed workflows that last for years. When you are recruiting different roles in different countries, you often have to change or tweak the various attraction & selection processes to suit the changing times and markets. There’s only one workflow managing your Annual Performance Review, and it won’t change for a decade, if at all.

Recruitment has highly localised processes, whereas HR has global standard processes. If you are advertising your mainstream jobs in the UK, you would place them on Monster or other leading job-boards, but not in Spain where you’d be better advised to use In France you have to consider anonymised resumes equally with named ones, and produce reports demonstrating that compliance, whereas this is not the case elsewhere. South Africans are proud that employers there can prove they are recruiting a high quota of Blacks into senior positions, whereas positive discrimination for the hiring decision is against the law in the EU. You must archive CVs in Germany after six months according to the German interpretation of the EU Data Protection Act, whereas the same law in the UK is interpreted much more liberally, shall we say. Recruitment therefore requires flexible & local processes (even if centrally run), whereas you would be soon & often invited to a Tribunal if the career paths of Senior Managers in Brazil were assessed differently to those in the Gulf.

Recruitment has high security exposure, though HR has almost none. If a hacker is going to target your employer, your Careers website and associated recruitment technologies, like job posting for example, are more highly visible than possibly even your payments systems, while none of your HR piece can be seen at all. In summary, Recruitment and HR are connected but should be kept separate. All departments in an organisation should collaborate, but it does not follow that they should all be the same department. When it comes to technology, therefore, a simple connection allowing hired candidates to be exported to the HR system and employee profiles to be uploaded for internal recruiting is enough. Integrating Recruitment into other parts of HR systems, and making it subservient, only adds complexity and risk but not value.