We have all seen the recruitment life cycle time and time again, but, how many people are actually stepping outside of this cycled process and take a serious look at “Talent” and what that actually means?

Time to hire – 5 days,… good for you! Fast forward 1 year,… is this person still there, are they productive, are they exceeding expectations. If the answers are not positive, then you’ve wasted 5 days, you may never get back and cost the company a ton of money.

I must have interviewed around 200 recruitment professionals over my career. I am also guessing that I have had 50+ recruiter direct reports over these years. These numbers seem exaggerated for sure, but maybe not considering that most of my career has been spent in large corporations building and managing large insourced recruitment teams. A good chunk of my time over the last year has been spent interviewing and evaluating recruiters, only logical given that Granite Consulting is in the business of recruiting recruitment professionals for their clients. I like to think that I have learned a thing or two about recruiters, and am as qualified as any to make some generalized comments about the types of recruiters I come across.

RNG has partnered with Eluta.ca to bring our members the most Canadian Recruitment job postings anywhere. Currently there are over 100 open recruitment positions posted with top employers across Canada.

RNG is the top destination for Recruitment professionals in Canada to network. At RNG you can join discussion groups, ask questions, blog and share your Recruitment experiences, challenges and best practices, and now to find your next opportunity in Recruitment.

Exhausted by the over use of “War for Talent”, all the talk about the “shifting demographic” and how recruiting is going to play a pivotal roll in the success of an organization, I wanted to ask the Business leaders where their heads are at as we enter into the “War for Talent during this shifting demographic”.

,….we send a job requisition down to the recruiter, who posts it on the boards, surfs a few “key word” resumes, they call a couple of vendors (to do their job), then it’s off to lunch or some “Recruiter Think tank” to discuss issues that “corporate Canada” is well aware of and waiting for answers!,… This is a snipit from a conversation that I had with a senior executive from a large Fortune 500 company here in Canada. This comes from experience as he spent 1 year in the organizations HR department as part of his rotation. I’m a little unclear as to what he’s saying,… are any of you in the same boat?

Finally, a piece of good news: Canadian employers created 107,000 new jobs in September, mainly part-time.

The employment numbers exceeded market forecasts, although the unemployment rate remained unchanged at 6.1 per cent.

Economists had been expecting a small increase in the number of new jobs, of about 8,000, after a modest 15,000 increase in August. They had also forecast a slight rise in the unemployment rate to 6.2 per cent from August's 6.1 per cent.

Come on People! What are recruiters doing to attract talent?

I’ve sat in circles with all levels of recruitment and, inevitably when we start talking about sourcing, the topic of “job boards” comes up. The general consensus is that the value is dwindling, some recruiters will still say “they are a necessary evil”. But more staggering then that,… this is where the SOURCING conversation phizzles out?