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| Talent Relationship Management -
The Natural Progression of Recruiting Automation |
| by Andrew Shapiro, President of The
Cluen Corporation |
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| Software alone does not improve
recruiting productivity. In order to maximize your ROI, you must form a
junction with tactic and technology. |
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| 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. |
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| 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. |
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| Talent Relationship Management
clearly recognizes that software alone does not improve recruiting
productivity. |
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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. |
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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. |
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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? |
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| 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. |
