Corporate recruiters are often buried in open requisitions, and some are responsible for openings that are very hard-to-fill. Many define a hard-to-fill role as one that takes more than 90 or 180 days to fill and while I agree with using one of those as a metric, personally I look at the market for talent and consider any role in a field with less than a 5% unemployment rate as a difficult candidate driven market. Certainly Human Resources and Talent Acquisition leaders have a challenge in trying to balance all of the goals associated with the recruitment of talent in a tight market. In today’s corporate talent acquisition world there is ever increasing pressure to reduce cost-per-hire as well as time-to-fill, even for those very hard-to-fill positions. For those roles with a very high demand for talent along with a low supply of qualified candidates, I believe that corporate recruiters should be trained to approach the market much more like a headhunter does.
via Training corporate recruiters to be more like headhunters | LinkedIn.
