Since my topics of blog discussion have been covering employer branding - thought I'd cross-post this information on a webinar covering this topic. Hope the group will find this webinar of interest.
Danny! (aka Daniel Parrillo)
=======================================
Talent Technology Recruiter Webinar series with Liz Ryan.
The upcoming webinar will focus on developing and leveraging your employer brand to attract and engage top candidates.
Today’s online job search has changed the way candidates select and engage with companies. Their impression of your organization’s culture and values is being shaped by the image reflected in your employer brand, and ultimately drives candidates’ decisions to apply.
Register Now: Complimentary Webinar
Join Liz Ryan (AskLizRyan) for a free webinar to understand how Your Employer Brand Influences Candidate Applications to learn how savvy employers are attracting very smart, talented, motivated employees with their employer brands.
When: Wednesday, December 8th - 10:00 AM (Pacific Time)/1:00 PM (Eastern) Register Now!
Liz will cover:
• How the employer brand influences candidate recruiting
• Elements of the employer brand
• Developing and talking about your employer brand strategy
• Aligning your employer brand strategy with your website and job search process
• Case Study: Employer branding strategy for ACME Dynamite
Attendees will receive an eBook on how to influence the development of their employer brand strategy.
Who should attend: This is a non-sales webinar for recruitment and HR professionals seeking to understand how to build a good employer brand strategy, and to align it to the recruiting and hiring process.
This non-sales webinar is sponsored by Talent Technology's Recruiter Webinar Series. If you would like to learn more about Talent Technology's new talent generation solutions, visit www.talenttech.com or call 866.747.3375.
I hope to see you at the webinar!
Stephanie Weirich
Hiring Success Team
Talent Technology
sweirich@talenttech.com
P.S. Please join Liz Ryan's informative free webinar to see how Your Employer Brand Influences Candidate Applications Wednesday, December 8th at 10:00 AM (Pacific)/1:00 PM (Eastern).
In an age where books such as No Logo and Fast Food Nation are international bestsellers, companies need to wise up and realize that they can no longer tempt jobseekers using financial incentives alone.
Read More!
Showing posts with label employers. Show all posts
Showing posts with label employers. Show all posts
Webinar Invite: Your Employer Brand Influences Candidate Applications
Posted by
SayHired Team
Tuesday, November 30, 2010
Labels:
Daniel Parrillo,
employer brand,
employer branding,
employers,
employment,
Parrillo,
PHR,
recruiter,
recruiting,
recruiting strategy,
SayHired,
SayHired.com,
SHRM,
SPHR,
staffing
0
comments
Sticker Shock When it Comes to Recruiting Costs (even in this economy)
Posted by
SayHired Team
Sunday, January 3, 2010
Labels:
candidates,
contingency,
costs,
employers,
employment,
jobs,
recruiter,
recruiting agency
1 comment
About a month ago, a customer called us at SayHired, stating that he needed help with filling some of his commission-only sales positions. He wanted to find out what our recruiting services entailed and how much they cost. I explained to him that we focus solely on the sorting of resumes and phone screening of candidates, and that the prices ranged from $45 to $75 per phone screen. He let me know that he didn't need help with sorting through resumes or calling candidates, but instead needed help in sourcing (finding) new candidates.
When I let him know that the types of services he was requesting are what traditional contingency recruiting agencies charge anywhere from $10,000-$30,000 per position to fill, he couldn't believe it. "How can recruiting be so expensive?" he asked me.
This question conjured up memories of my recruiting agency days when I would get this same, astonished reaction when I would tell clients how much our full life-cycle recruiting services cost. They just couldn't believe how expensive it was to use a recruiting agency. Even companies that prefer to bring recruiting in-house by using a contract recruiter generally end up shelling out anywhere from $70-$100 per hour for a solid recruiter to work on anywhere from 8-12 positions at a time. These are the prices of hiring a high-flying IT consultant, not a recruiter, right?
Wrong. The biggest reason for the expensive costs associated with recruiting is that because the recruiting industry is very cyclical (i.e. companies are generally on either big hiring sprees or big lay-off sprees, but rarely in the middle), recruiters need to be able to make all of their money in the narrow window when companies are actually hiring. Also along these lines, you almost always see a spiked demand for recruiters by companies all at the same time (during periods of economic growth and hiring), which of course leads to an imbalance in supply and demand, and thus driving costs up.
Secondly, with specific reference to contingency staffing firms, recruiters there only get paid for positions that they actually fill. They could end up working on 10 positions and only fill 2 of them (through no fault of their own). So if they didn't charge high fees for the ones that they filled, they wouldn't make much money. In other words, there's a premium that a customer needs to pay for not having to pay unless a position actually gets filled. And given the uncertainty around the boom/bust cycles that recruiters go through, there needs to be some payoff at the end to make it worthwhile for professionals to stay in this industry.
There are of course many other reasons behind the fees charged by recruiters and recruiting agencies, but hopefully this is a good starting point for understanding what's baked into typical recruiting pricing. Read More!
When I let him know that the types of services he was requesting are what traditional contingency recruiting agencies charge anywhere from $10,000-$30,000 per position to fill, he couldn't believe it. "How can recruiting be so expensive?" he asked me.
This question conjured up memories of my recruiting agency days when I would get this same, astonished reaction when I would tell clients how much our full life-cycle recruiting services cost. They just couldn't believe how expensive it was to use a recruiting agency. Even companies that prefer to bring recruiting in-house by using a contract recruiter generally end up shelling out anywhere from $70-$100 per hour for a solid recruiter to work on anywhere from 8-12 positions at a time. These are the prices of hiring a high-flying IT consultant, not a recruiter, right?
Wrong. The biggest reason for the expensive costs associated with recruiting is that because the recruiting industry is very cyclical (i.e. companies are generally on either big hiring sprees or big lay-off sprees, but rarely in the middle), recruiters need to be able to make all of their money in the narrow window when companies are actually hiring. Also along these lines, you almost always see a spiked demand for recruiters by companies all at the same time (during periods of economic growth and hiring), which of course leads to an imbalance in supply and demand, and thus driving costs up.
Secondly, with specific reference to contingency staffing firms, recruiters there only get paid for positions that they actually fill. They could end up working on 10 positions and only fill 2 of them (through no fault of their own). So if they didn't charge high fees for the ones that they filled, they wouldn't make much money. In other words, there's a premium that a customer needs to pay for not having to pay unless a position actually gets filled. And given the uncertainty around the boom/bust cycles that recruiters go through, there needs to be some payoff at the end to make it worthwhile for professionals to stay in this industry.
There are of course many other reasons behind the fees charged by recruiters and recruiting agencies, but hopefully this is a good starting point for understanding what's baked into typical recruiting pricing. Read More!