Oct 26th, 2008
by Michael Shea.
A poor recruiting technique
Back in the day, there was no such thing as recruiting. At least not in the formal sense. When companies had job openings, they advertised them, and candidates would submit written applications and/or resumes, which were screened by hiring managers who would decide who to bring in for interviews. And when senior positions became available, two things would happen. First, the company would promote someone from within (I know that sounds rather “quaint” these days, but really…it used to happen). If for some reason someone internal truly wasn’t available, they would start calling their networks (we used to call these “F R I E N D S”) to see who knew whom, and would find someone that way. It was simple, but so were a lot of things.
Of course, some of us actually remember what it was like before this whole “Internet” thing took off and when telephones were used for calling people.
As opposed to say…taking pictures. Or watching Miley Cyrus videos.
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Posted in: Uncategorized.
Tagged: recruiting tools · RPO · time management · Web 2.0
Oct 26th, 2008
by Michael Shea.
Let’s face it…RPO, or recruitment process outsourcing, can be the source of pretty intense arguments, both pro and con. And usually, the way it shakes out is that those who are selling RPO services are “pro” and those in the trenches are “con”, and it’s left to someone at an EVP or the C-suite level to pull the trigger and actually get a deal done, usually as a cost-cutting measure.
But why? “Back in the day”, when I had nothing but a set of marching orders to hire 400 - 500 folks a quarter, four recruiters, no ATS, and enough resumes to paper the Great Wall of China, it didn’t take long before I figured out I wasn’t going to hire my way out of this situation…and that I needed help.
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Posted in: Uncategorized.
Tagged: outsourcing · recruiting · RPO
Oct 26th, 2008
by Michael Shea.
Welcome to the latest recruiting blog on the Internet. According to Google, that makes this something like the three hundred millionth blog on the ‘net devoted to the subject that’s near and dear to our hearts, and judging by the numbers, it must be that every recruiter in the country is writing something like three or four of these, in addition to the time spent responding to their colleagues’ blogs. The reality is, though, there are only a select number of sites that we, as recruiting professionals, have come to rely on for various aspects of our career. And not just blogs. Commentary from noted pros and thought leaders who have a knack for getting us the latest information on what’s working and what’s not. And what we need to be looking forward to…or at least, what we should be.
You’ll find some of that here. Every day, we’re talking with recruiting leaders and executives about their challenges, and what they feel they need in order to to be more effective, more strategic, and more cost efficient. And as we’re sharing with you the all too familiar stories about doing more with less, we’re going to leverage the experience of rightPROTM Advisors and share some of the stories of how others are addressing these problems and transforming their organizations in to world-class, strategic business partners.
That’s what makes this blog different. For the first time, we’re not only going to make the case that there is a better way — we’ll SHOW you there’s a better way. And no…we don’t have a silver bullet, and neither does anyone else. Your culture, your organization, and your people are unique, and your challenges are different from everyone else. So anything that hopes to truly bring value to your recruiting process needs to be more than just “sensitive” to your circumstances, it needs to mesh seamlessly with them. That’s where we can help.
There are a hundred different arrows in your recruiting “quiver”, and we’d like to share our 22 years of expertise on some new ways to take those arrows, and hit your target. So welcome. And enjoy what we know will be a lively discussion. Because at the end of the day, what makes for a successful blog is the same thing that makes for a successful conversation: two way communications.
Michael
Posted in: Uncategorized.
Tagged: outsourcing · recruiting · recruiting process · talent management
