ATTRACT, HIRE AND RETAIN

GREAT CORPORATE RECRUITERS

Presented by: Barbara J. Bruno, CPC, CTS

Technology is initiating change at warp speed.

This challenge has also provided new criteria, when

hiring Corporate Recruiters or

Talent Acquisition Managers. 

Your recruiters represent the lead channel of talent

attracted to your organization.

They ensure the individuals hired can meet or exceed your

future talent demands.

Hire someone who brings a strategic point of view to your

talent acquisition process.

Recruiting or Talent Acquisition currently

represents a very broad field.

The average cost of hiring a new employee now exceeds

$3,479. (Berman & Associates 2012) 

Job Descriptions differ greatly.

Is it in your best interest to expand the areas of

responsibility for your Corporate Recruiter or Talent

Acquisition professional?

Many Corporate Recruiters support between 20-40

openings with some supporting over 100 positions.

Great recruiters like the challenge of finding the best talent available vs. people answering job postings.

They prefer a performance based compensation package.

They understand the ROI of recruiting passive candidates

for your organization.

If you do NOT have a significant level of

openings….It may be in your best interest to consider

expanding areas of responsibility.

Creating strategies and your recruitment process

Sourcing and/or recruiting campaign

Job descriptions can be expanded to

include:

Talent bench markingAssessmentsInterview Policies

Internal Employee Referral programsEmployment marketing initiativesEmployee Engagement MetricsRetention programs

In addition, they are responsible for the more

conventional tasks including:

Sourcing Attracting Recruiting Interviewing Hiring On-boarding Employees

Identify characteristics of Corporate Recruiters who attain

peak performance.

Confidence Tenacity Effective Communication

Skills Competitive Well-networked

Organized Ethical Strong Closing Ability Results-oriented

The best candidates for your Corporate Recruiter or Talent Acquisition Manager position

are often not involved in an active search.

Utilize your professional network.

To insure you obtain the greatest ROI, you may

consider providing a support person to handle

administrative tasks.

This would allow your recruiter to focus more on the

20% of what they do that provides your organization with 80% of the successful

hires.

The people your organization hires are not your greatest assets unless they are the right people who become

engaged and are retained.

ATTRACT, HIRE AND RETAIN

GREAT CORPORATE RECRUITERS

Presented by: Barbara J. Bruno, CPC, CTS