Posted on Mon, Jun 14, 2010
By: Beka Hanaman
We have all been a candidate applying for a job and praying that we get the job. Let’s take a minute to think about what made these experiences grueling and miserable vs. enjoyable and rewarding!
I would like to share my courtship with The Novo Group prior to being offered and then accepting the position with a fabulous company full of great people! I perceived early on that Novo was the perfect environment for me to achieve my professional goals and maintain a high level of success. I was in a position with a large Health Care organization that was full of politics and not much was being accomplished. I was very frustrated, but not desperate and told myself I would be patient for the right opportunity. I began to interview and look at different opportunities and it was through a referral from a hiring manager that declined me for her position that led me to Novo.
I had never heard of Novo, but was quickly introduced to their culture. I was approached and contacted numerous times throughout a 9 month period by the Novo Recruiter. I always felt that he was honest with me, interested in my background and felt that our meetings for coffee, etc had a purpose and was time well spent. I could have easily given up. In fact, I turned down other job offers during this time because I wanted to see what happened with The Novo Group.
I have been here for almost 2 ½ years and have never regretted my decision!
Here are 5 things that I believe made this Stalker/Candidate Relationship a Success!
- The Novo Recruiter was always honest with me regarding timelines.
- We had great communication and would touch base on a regular basis.
- We built a relationship that began very professional, but in the end I had a new friend.
- I was very upfront and honest about my career goals and ambitions.
- I always felt that we had a reason to talk/meet and we weren’t just wasting time.
Whether you are the candidate or the recruiter….Be HONEST! Talk OFTEN! REMEMBER….Good things come to those that wait!
Posted on Mon, Nov 23, 2009
We all know that cutting costs is one of the biggest goals of companies in the current recession. But does this mean cutting the quality of talent at the same time? The good news is that it does not have to happen this way! The solution is recruitment process outsourcing (RPO). This relatively new process involves outsourcing your human resources department to an outside party who in turn searches, filters, interviews and presents possible candidates for specific opportunities. Whether you are a large multi billion dollar company looking for a CEO or a mid market company searching for an account executive, RPOs can help you find the right candidate efficiently, effectively, and most important economically.
Pulled from an online source, the following are the greatest attributes of an RPO firm:
QUALITY TALENT: Providers of Recruitment Process Outsourcing have the required processes, expertise and an extensive database of resumes and the networking required to source all types of candidates.
COST SAVINGS: RPO is cost-efficient and helps organizations save up-to 20-30% of recruiting costs. It clearly reflects savings in the per-hire cost parameter in the HR budget.
RECRUITING FOCUS: RPO model allows the company’s managers and human resources staff to focus their efforts on the company’s core business while also ensuring a supply of high-quality staff members for all positions.
SPEED: “Time to hire” is a very critical factor in the recruitment process. A Recruitment Process Outsourcing (RPO) provider will find it much easier to analyze their database and create a pool of candidates that is ready to be interviewed.
ACCOUNTABILITY: The RPO contracts are built on top of tight service levels where the payouts are proportional to the performance of the vendor. This brings accountability and partner approach to talent acquisition, which is essential for the overall success of both the parties.
"
(http://s-2.info/talent-management-in-the-times-of-downturn.htm)