Our management wants me to make a presentation justifying the need for additional staff. I started with a “statement of opportunity” and included:
What else might I need to include to get senior management to approve the additional positions?
—Out of Ideas, talent management consultant, automotive, Abu Dhabi
I am working for a company that doesn’t want to spend money on recruiting, but wants lots of warm bodies to interview. I have maxed out new résumés and posting jobs on free boards. How could we get more people interested?
—Make Something From Nothing, staffing and recruiting, energy, Boston
How do we tie recruiting to fill new positions to development of a comprehensive succession strategy? People tend to talk about succession as a separate event from recruiting, but isn't there a connection between the two? We aren't far enough along on succession and the question has arisen in the context of our ongoing internal discussions.
—We Have Needs, services/software, Amherst, Massachusetts
Our recruiting methods are getting stale. We aren’t getting great results and it seems to be taking our recruiters more time to find qualified candidates. We rely on all the usual and time-tested methods to recruit, including traditional print ads and online job boards. It seems that the more options we have to post résumés, though, the harder it is to find standout candidates — people who genuinely jump off a résumé and say ‘Hire me.’ Makes me wonder if we are missing somewhere. Am I just venting or might we have a real problem with our recruiting strategy?
—Stuffy in Here, vice president of recruiting, services company, Union, New Jersey
We are ramping up hiring at multiple plants across the U.S. How could I determine market benchmarks for time to hire, turnover and cost per hire at these individual plants? Should we seek out average figures or are there better metrics we could use to make sure we recruit and hire competitively?
—Market Forecaster, consumer goods manufacturing, Atlanta