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In 2012 Aspen In-house noted an increase in volume of external recruiters (agency and executive search) seeking to move in-house but typically struggling to do so for a number of reasons:
- Lack of awareness of where opportunities were
- Concern over undermining their existing role by directly engaging with opportunities or applying directly
- A preference for hiring organisations to recruit experienced in-house professionals
Typically we have several hundred recruitment consultants and executive search professionals registered at any time seeking to make the move in-house but found only a very small percentage managed to do so. We have asked these individuals over a number of months to complete an anonymous survey about their experience of seeking to move in-house and the results are included in this document. Just click on the image below to read the full report. (more…)
While the conversation continues over whether sourcing is over (Dr John Sullivan); moving from 1.0 to 2.0 (Glen Cathey) or is still in vogue I am becoming increasingly wary of another trend for direct hiring teams and external recruiters who seek out and approach candidates. The numb candidate!
This shouldn’t really be a huge surprise and while I don’t think of myself as a veteran of the industry it’s something I’ve seen before.
OK so maybe that’s a bit dramatic…
In recent weeks I’ve been approached a lot more than usual to find out what’s going on with hiring for in-house recruitment professionals. Some of it is the usual early year natural inquisition about what’s on, what’s going to happen, how will it impact me, and what does it mean for my business. Some of it I suspect is a carry-over from 2012, recruitment/TA just do not know where it is as a function right now and sure isn’t certain where it will be at the end of the year.
I’m often asked, what’s the biggest change when I move in-house, what will I need to get used to? There are lots of answers but here’s one that springs to mind at the moment to me.
Being open and collaborative!
Two commitments for 2013 – Better support for clients, better support for the in-house recruitment community
I’d planned to write this blog days ago but the start to the year has been surprisingly and incredibly busy so it has had to wait.
People often talk about the recruitment industry evolving, what can we do that’s new and innovative, how do you stave off the competition and justify your existence?
Personally I’ve always been really comfortable with this, I work a niche market, I know it well, I deliver to my clients, and as best I can (and no-one’s perfect) I try and give honest and up to date feedback to candidates and clients. But… There is always more that you can do.
In-house recruitment training survey (with some lovely bonuses including a free delegate training place in 2013)
As we approach the end of 2012 we’d love to know your views on what training is available to you as an in-house recruitment professional to support your career development.
We know it’s a bit cheeky to ask for something without giving something back so if you complete the survey and choose to leave your email address (you do not have to you can complete the link anonymously) you’ll get a discount code for 20% off any full price Aspen training course in 2013 and one lucky winner will receive a free delegate place on one of our 2013 courses.*
The survey is short, only 15 questions, and can be completed anonymously. No individual details will be published while all those who complete the survey and leave an email address will be amongst the first to receive the general results of the survey once we’ve reached a critical mass!
So if you have a few minutes and would be happy to help us continue to shape great in-house recruitment programmes in 2013 we’d be grateful if you could follow the link and complete the survey below.
*The free 2013 delegate training place will be drawn once 100 people have completed the survey and left an email address. If you are the winner of the free training place by completing the survey you agree to have your name published as the winner of the draw. No other entrants will be named or details disclosed. Discount codes will be provided to all those who complete the survey and provide an email address.
If you’re interested in attending a training course please click here for course details
OK maybe a little harsh and I hope that if you’re reading this you contend that you’re not working in these conditions right now but I suspect you are.
So last week I was at #TruLondon and there was a familiar refrain…
“Where are the in-house recruiters?”
Don’t worry, I’m not about to tell you yet again how hard it is to move in-house from either the recruitment agency or executive search world! What I do want to do is get a better understanding of the candidate experience for those seeking to do so, how are you searching for a role discreetly while maintaining your current role and delivering to clients? What types of businesses and roles are you applying to? Are you getting feedback? Are you framing your application in the right way?
In recent weeks I’ve spent a lot more time than usual screening CVs. To an extent it’s the time of year, experienced in-house recruitment professionals start to think New Year line up the next challenge, agency recruiters returning from the summer who see no uplift in business look for the alternative so we get a spike, always have, always will.
That’s not what this post is about but it gives a bit of context, if you’re looking at more CVs the good and the bad really stand out, and perhaps most importantly the average just sit in the middle, a little bit forgotten.
Have search firms spent a decade training their replacements? The shifting balance between in-house and external executive search
Whisper it quietly but rumour has it 2012 has not been the best year for external executive search (Korn/Ferry recently announced revenues down 9.5% for Q1 compared to last year). Of course you’ll not find many who’ll admit it and plenty will say they’ve had their best year ever but what’s the reality?