Candidates are experiencing a higher personal loyalty than ever before, meaning they know they have many options for employment, and they are going to ensure that their needs for personal security and job satisfaction are being met.
Pleasant Prairie, Wis. (PRWEB) January 11, 2007
Employers who shift from linear applicant recruiting to network recruiting can triple efficiency by doubling the candidates captured from advertising, cutting external costs through network referrals, and leveraging existing talent resources, according to a new report from TalentPen.
This fundamental shift in how companies recruit is rapidly increasing. According to TalentPen's 2006 Recruiting & Staffing study, the number of companies interested in building a private talent network increased from 38% to 66% in just six months. 46 percent of organizations did not have a sufficient quantity of candidates and of those, only 40 percent were even baseline-qualified for the position.
The paper can be downloaded at no charge by visiting the following site: http://www.talentpen.com/read_the_whitepapers.html
The TalentPen report cites where linear recruiting is reactive, wasteful and failing to meet recruiting needs, and demonstrates how corporate recruiters can easily increase efficiency by adopting the network recruiting model with circular, relational systems independent of specific job applications. Pinpointing the right candidates from a large central pool of active candidates is more likely to yield the best-fitting people, matched for a position, than a limited pool of applicants.
The report explains how to build a central talent pool that companies can create from all sources of recruiting, and nurture over time. It also provides companies with practical steps to use their brand and website to proactively attract active/passive job candidates -- even if they are never recruited.
Potential employees are evaluating a company when they evaluate a job posting, the paper notes. Simply letting them search jobs and hit the "apply" button" is a highly-impersonal process. In comparison, a talent collection system lets candidates "experience" working at a company before applying.
"Talent collection is based on the premise of digging the well before you're thirsty," states Michael Sproul, president and CEO of eBullpen, the company behind TalentPen. "There's a greater likelihood of finding the best match for a job, instead of just a warm body with a nice resume, if you already have an available pool of qualified, pre-screened candidates."
"Simply posting a job and requirements is not luring the candidates it once did," says Susan Govea, partner and vice president of marketing for TalentPen. "Candidates are experiencing a higher personal loyalty than ever before, meaning they know they have many options for employment, and they are going to ensure that their needs for personal security and job satisfaction are being met."
About eBullpen, LLC
Based in Pleasant Prairie, WI, eBullpen, LLC is the company behind TalentPen, a recruiting system that enables recruiters to create and manage a talent network using their existing career website. As 'Talent Supply Chain' management for recruiters, TalentPen has three main functions: to attract candidates, prospects and referrals, to collect multi-dimensional candidate profiles, and to instantly match pool members to recruiter searches. Having a proactive talent management system such as TalentPen enhances ATS performance, reduces recruitment cost, maximizes ROI on recruitment cost, reduces vacancy rates and employee turnover and improves employee fit to position for a streamlined hiring process and a faster placement of qualified candidates who fit a company's culture.
For a product demonstration, call 1 (262) 857-8184 or sign up online at http://www.talentpen.com/see_a_demo.html
Media Contacts: For more information or to arrange an interview with Michael Sproul, CEO of eBullpen, contact:
Susan Govea, eBullpen, at 262-857-8184
Matt Pitchford, Fisher Vista for eBullpen, at 317-460-0250
This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.