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Companies reach outside
to hit recruiting targets

“There is no bigger mission for companies in today’s global business environment than recruiting the right people.” Unfortunately, too many firms are still using yesterday’s recruiting tactics, according to Michael Carrillo, president of CPGjobs.

“The old recruiting model isn’t working,” says Carrillo. “To find and recruit the top talent in today’s diverse and competitive talent market, companies need it all and they need it coordinated. This includes professional recruiters, targeted job boards, recruitment outsource companies, corporate job sites, and referral networks to capture and filter talent for the decision-makers. It takes a partnership—and sometimes more than one.”

Today’s recruiting environment is more complex than ever. Talent hunts are often not just national but international, and diversity has become crucial to success. “The same old approaches turn up the same old candidates, and that’s not what you need,” Carrillo says.

“Take traditional recruiters. It’s not that they don’t hope that things work out with the candidates they send to you, but they get paid regardless. Their fee structure rewards turnover.”

“At CPGjobs our recruiting approach is different,” he says. “We’re in the candidate business, not the transaction business--you can use the candidates we provide now or later. You can even use them for another position. We don’t ‘own them,’ you do. And we cap our fees. That makes budgeting easy and ensures that we don’t profit from salary wars.”

The company recently launched CPGhrjobs.com to expand its national network of professional recruiters. “Our new network gives companies access to thousands of highly qualified, hard-to-find candidates in sales, marketing, operations and research,” Carrillo says. “This will enable employers to look for highly qualified candidates not currently looking for work or not currently looking at the CPG industry. That’s important in today’s highly competitive job market. As the labor shortage intensifies, it will be critical.”

Too much bath water

The talent pipeline is bigger than ever, and that’s part of the problem, Carrillo says. “Megaboards feed the pipeline but they throw the bathwater in with the baby. There’s not enough filtering or qualification. Decision-makers get overwhelmed--and time is money”.

“Our job board--CPGjoblist--is industry specific. And as research has shown, industry-specific boards are much more effective than megaboards. Our specialty boards--such as CPGmarketingjobs.com, CPGsalesjobs.com, and CPGmarketresearchjobs.com--are even more targeted. They pull people in from other industries and attract candidates who might not otherwise be searching.”

Specialty job boards and professional recruiting are just two of the options that CPGjobs offers to its client list, which includes more than 100 of the consumer packaged goods industry’s leading employers.

“We are on the cutting edge of the business, expanding our own networks so that our clients get access to the most diverse and qualified candidates, even those not currently looking for work,” he says.

Pipeline partnerships

The job of finding the right talent is too big for any one company, says Carrillo, and too specialized for companies to handle internally. “That’s why many companies are hiring RPOs--Recruitment Process Outsourcing firms--that coordinate the talent search.

“RPOs act as a company's internal recruitment function for a portion or all of its jobs. RPOs manage the entire recruiting/hiring process from job profiling through the on-boarding of the new hire, including staff, technology, method and reporting. A properly managed RPO will improve a company's time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance,” reports the Recruitment Process Outsourcing Association.

“We work with RPOs directly and indirectly to do what CPGjobs does best--fill the talent pipeline with highly qualified talent,” Carrillo says. “If you’re using an RPO, you need CPGjobs to make sure your outsource firm has the right talent in its pipeline.”

CPGjobs is also partnering with some of the top companies in recruiting and with organizations throughout the industry, Carrillo says.

The purpose of these partnerships is to provide a layered and overlapping collection and filtering system without any gaps. “We make sure no qualified candidate escapes our attention.”

The company’s new partnerships include:

Indeed.com CPGjoblist jobs are part of the Indeed.com jobsite network, which amalgamates more than a million jobs a week from employers, newspapers, associations, corporate career pages and other job sites. “Indeed helps guarantee that your job posting doesn’t miss any possible candidates and provides an important foundation for the rest of our pyramid.”

TopUSAjobs.com. "This is one of our most important feeder sites," Carrillo says. "Type in the search term 'CPG' in any of our top categories--sales, marketing, research and category management in particular--and you will be amazed by the dominance of CPGjoblist jobs. Again, when it comes to candidates it’s about quality not quantity--but it takes a lot of panning to find the gold.”

TheLadders.com. “We are proud of our new association with this online executive search firm, which feeds top jobs to top executives throughout the world," Carrillo says. TheLadders.com partners only with premier job sites like CPGjoblist that cater to the $100k+ sector of the employment market. “Its structure—a primary candidate destination at www.theladders.com with specialized job search sites for sales (www.salesladder.com), marketing (www.mktgladder.com), finance (www.financeladder.com), human resources (www.hrladder.com) and other upscale fields, meshes well with our pipeline job search model,” Carrillo says.

Coming soon. CPGjobs is actively planning other partnerships with nowHIRE.com, CPG Cat Net, SimplyHired.com, Lee Hecht Harrison and others that will solidify its position as the leader in recruiting services for the consumer packaged goods industry.

Diverse outreach

“Quality is Job One at CPGjobs,” Carrillo says, “and a key component of this mission is diversity.” CPGjobs is committed “to providing a diverse candidate pool to our clients because our clients want it, because it’s right, and because it is the smart thing to do,” he said. “Ask your CPGjobs customer account manager for more information on how we can help you reach your diversity goals.”

“CPGjobs supports organizations that support business diversity,” Carrillo says. “That enables us to reach the best talent inside and outside the industry.” The company is a founding member of the California Diversity Council (part of the National Diversity Council), a corporate sponsor of the Network of Executive Women, and a member of the National Black MBA Association, the National Society of Hispanic MBAs and the Society for Human Resource Management.

“Our association with these and other organizations enables us to represent you in the diverse communities that increasingly lead our industry.” Carrillo said. "Diversity in leadership is something we take great pride in. It is rooted in our corporate belief that diversity of culture, heritage and thought are building blocks to innovation, growth and excellence.”

For more information on what's new at CPGjobs and to help map your recruiting strategy, contact Tami Page at (626) 535-0143.

Michael Carrillo is president of CPGjobs, the CPG industry’s leading candidate recruiting service for employers and recruiting agencies. You may contact him at Michael@CPGjobs.com or call (626) 535-0143.

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