Welcome to Yoctothinking: home of finely-tuned insight.
I'm a Rugby Fan.
Currently this is one of the most exciting times for British Rugby Fan. The British and Irish Lions are touring New Zealand in what most experts and ex pros are describing as the toughest tour ever.
At a recent networking event hosted in the opulent surroundings of a global bank’s private dining room the conversation meandered to the importance of RPO. Perhaps emboldened by the effects of a rather pleasant Sauternes the question was asked “why don’t RPO providers get access to the C-Suite”? At the time it felt perfectly reasonable. If the Talent agenda is so important to CEOs then why weren’t we invited into their inner sanctum? In the words of Richard Branson “Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients”. So then, why the exclusion?
It was recently reported that the number of vacancies post Brexit dropped by 50%. If this did really happen it was clearly very short lived as the recent data coming out from the ONS show that there are more live vacancies than there was this time last year. Another report referenced that in many towns and Cities, particularly in the South, there are less than 0.5 candidates per vacancy. In some major towns and Cities it was as low as 0.1. Has there ever been more choice for candidates? It is very likely that when we find the right candidate and make the offer, they will have another offer on the table or a counter offer coming from their existing employer.
We collaborated with HR Magazine to produce a short series of articles around talent acquisition. Starting with sourcing the right talent in the digital world; why you should treat candidates as customers and finally utilising the latest assessment techniques to level the playing field and engage with a more diverse talent pool. Recruitment is constantly evolving, and Yocto are always looking for innovative ways to support you to find and deliver better talent.
New technologies are evolving that will take sourcing, screening and selection out of human hands. When you can identify elements of a Boolean String and then refine the results based on previous results, algorithms and historical data then you are in essence building an automated process. Predictive analytics will even let companies know when someone is probably thinking about leaving - bringing The Minority Report into our very lives.
Finally. Everything’s signed off. You’ve spoken with the trainers: they’re free. The training rooms are ready, space on the floor is secure and the IT equipment is ordered. To hit targets you really need these people now and it’s go, go, go. Ah, hang on. Has anyone spoken to the recruitment team?
LinkedIn recently launched ‘The power of data-driven recruiting’. It outlines what we’ll call ‘the data paradox’. 77% of recruiters say they are more efficient when they have a solid understanding of the market and talent pool they are recruiting from. Yet 75% of recruiters don’t use data and insights to initiate their recruitment processes.
Joe Mongon explores how to make sure you’re in the other 25%.
Countless words have been written about the relationship between the hiring manager and the recruiter. Numerous articles have been published on how to engage. And understandably: it’s very important. In fact it’s fundamental, the bedrock of any recruitment service.
But how do you go about engaging hiring managers?
Sean Hardingham explores this pressing issue.
The war on talent rages on. Recruiters and hiring organisations are feeling the pressure of the so-called ‘talent gap’.
According to figures published by The Independent, we will need more than one million new engineers and technicians in the UK over the next five years. And places on graduate and apprentice programmes will have to double in order to meet demand.
So how can organisations deliver the premium candidate experience this demands? One that’s powerfully branded, technologically innovative and consistently delivered across all your touchpoints?
Even if your organisation has clear goals that align your corporate agenda to your resourcing strategy, there’s always room for improvement.
Candidate experience is the hot topic right now for employers and RPO partners. Helping candidates understand your organisation is vital to keep them invested in the process.
Attraction, assessment, employer branding. In this article, we pinpoint the organisational qualities that will ensure you make friends and influence people…
“One happy Monday morning two years ago, I had a phone call from David Hall, our Current Account Director, that went something like this: Hi Joanne, I’ve got this great idea. I want you to find me Harry Potter. I thought OK, it’s going to be one of those days! I said, what do you mean, Harry Potter? So he told me: I just want you to find me a creative genius who can come along and change banking.”
It was an out-of-the ordinary-brief calling for out-of-the-ordinary assessment…
"There’s nothing more emotive in recruitment than the debate between RPO and in-house."
We partnered with Reconverse to host a roundtable debate. 20 resourcing leaders from blue chip organisations attended from sectors stretching from Finance to Leisure. And the topic? Recruitment Process Outsourcing (RPO). Or more specifically, RPO versus in-house recruitment.