|
Click to
add your HR resource to
SearchFirm.com: After qualifying your site's content, and in exchange for a
link to our site, we will place a link to your site along with a brief site
review.
| Talent Relationship Management - The Natural Progression of
Recruiting Automation |
| by
Andrew Shapiro, President of The Cluen Corporation |
|
| Software alone does
not improve recruiting productivity. In order to maximize your ROI, you must
form a junction with tactic and technology. |
|
| In the current state
of the economy, many executive search firms are struggling with how to reduce
their recruiting resources and maximize the return on investment (ROI) in
finding, acquiring, and retaining talent. Recruiting productivity is being
relentlessly dissected leading to emerging technology-based solutions that
combine the best of "old and new" approaches to achieve high levels of talent
management productivity. This new approach to the age-old recruiting/retention
problem is called Talent Relationship Management (TRM), and it is changing the
way recruiting teams produce. |
|
| What is TRM? It's
simply the next evolution of Talent Relationship Automation, but it has hurdled
traditional recruiting technology tools over the past few years to become a
primary model for how companies interact with candidates and clients. TRM
combines a practical recruiting process assessment on the front end with
superior Web-based technology to maximize the return on investment (ROI) of a
company's recruiting productivity expenditures. There's no better way to gain
balance in a company's recruiting platform than to implement an effective TRM
solution that captures the best practices, let alone best
candidates. |
|
| Talent Relationship
Management clearly recognizes that software alone does not improve recruiting
productivity. |
|
How Talent Relationship Management Integrates Old Business
Principles with New Technology
One of the most promising uses of
Recruiting technology is developing a Recruiting process management and
automation. In order for this effort to be successful, however, the emphasis
cannot be placed on pure technology solutions. It needs to deliver solid,
measurable results to justify the investment. The TRM method that I have
created applies some "Old vs. New" principles of success to the business of
talent management. |
|
For example:
Fundamental recruiting techniques have not
changed in over 25 years.
Unlike other business processes -
R&D, manufacturing, marketing, inventory management, distribution -
essential recruiting methods have not changed in the past twenty-five years.
Technology is great, but it can't generate
investment returns until it is married with the recruiting
process.
Talent Relationship Management applications are key in
the evolution of the recruitment process. The best technologies have enabled
companies to extend to an increasingly mobile work force secure access to their
most valuable candidate/client information. When this technology is married to
an effective business process, predictable, measurable results follow.
A Recruitment process and TRM helps you
transform your business data into knowledge you can use to find the best
candidate and build competitive intelligence. |
|
This can be broken
down into three categories:
Know Your Goals:
What are your organization's business goals, and how would the
recruiting efforts best support them? What are the strengths and weaknesses of
your Talent Relationship Automation? What is variable, and what is not? What
has your cost per hire and time to fill been over the last three years? What
are the trends? How satisfied are your clients with the recruiting team and
why? What are you not providing that you could be?
Know your Candidates:
What is the selling
scheme you need to be a focus for the talent of candidates you need to attract
to best support your firm's goals?
Know your
Opposition:
What is your competition for top talent up to in
their recruiting efforts? What are they doing that you are not? What are you
doing that they are not? Where are the competitive advantages and
disadvantages? |
|
| In an era barraged
by recruitment technologies that are designed to impress users with
functionality, Talent Relationship Management distinguishes its implementations
by identifying and improving recruiting processes prior to providing
automation. For companies that perform "blind" technology implementations,
their pockets should be deep enough to handle the expected underperformance
that will follow. Having a healthy mix of the Old Economy principles (i.e.,
increasing number of placements or hires) with a progressive perspective (i.e.,
investing/selecting an effective recruiting process prior to investing in
technology) is the best recipe for modern-day business success. After all, at
the end of the day it's really all about the bottom-line, and that's what
Talent Relationship Management delivers - results. |
Home |
Search |
Associations |
Resources
|
Contact
SearchFirm.com (Conditions of Use)
Copyright © 1998-2008 The
Cluen Corporation All Rights
Reserved
Building the Largest Online Directory of
Executive Recruiters and Executive Search Firms
Cluen is the developer of Encore Executive Recruiting Software
|
