2009 Predictions with Jeff Weidner - RecruitingBlogs2024-03-29T00:32:56Zhttps://recruitingblogs.com/forum/topics/2009-predictions-with-jeff?commentId=502551%3AComment%3A500411&x=1&feed=yes&xn_auth=noConsidering Donato Diorio's p…tag:recruitingblogs.com,2009-01-15:502551:Comment:5004112009-01-15T20:11:06.663ZRobin Gillmanhttps://recruitingblogs.com/profile/RobinGillman
Considering Donato Diorio's posting, item #3 and my understanding of Jeff Weidner's reply to the unlikelihood of the HR Dept being integrated with Staffing & Recruiting, I am uploading an article on what I call, Seamless Recruiting. I understand that the mindset of HR and Recruiting are much different and how integrating the two might seem difficult if not impossible. This of course might be true except for Donato's prediction regarding ATS's and technology. The only part which might stay…
Considering Donato Diorio's posting, item #3 and my understanding of Jeff Weidner's reply to the unlikelihood of the HR Dept being integrated with Staffing & Recruiting, I am uploading an article on what I call, Seamless Recruiting. I understand that the mindset of HR and Recruiting are much different and how integrating the two might seem difficult if not impossible. This of course might be true except for Donato's prediction regarding ATS's and technology. The only part which might stay separate for HR might be actual payroll (accounting practices) and benefits administration (might go to a third party). Of course, I could be looking too far into the future regarding this integration prediction or too myopically thinking that technology overcomes all.<br />
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<cite>Jeff Weidner said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/2009-predictions-with-jeff?id=502551%3ATopic%3A478734&page=2#502551Comment483617"><div>Ken and Robin,<br/>Funny enough, I almost made the same prediction in my original post and I think that trend may be true for some industries (such as Healthcare where margins are thin) but I think overall across all industries The Recruiting Dept and the HR Dept will never recombine. HR and Recruiting depts have been on diverging paths for the past 10-15+ years and I don't see that changing except in very specific circumstances.<br/><br/>Staffing Departments, especially in Silicon Valley, have finally extricated themselves from HR and earned a seat at the table.I doubt many Dir or VPs of Staffing would be willing to give up that seat. If for no other reason than because they are a major cost center of most larger corporations they were "expelled "by HR because HR did not want to manage the budget:-). Instead Staffing Depts they will find new ways of being more cost effective and more efficient.<br/><br/>HR has been more of a avenue to side step costly litigation and liability surrounding employee issues and recruiting has always been a big drain on the purse. This is obviously over simplifying things and certainly not meant to stereotype anyone or devalue their contribution just trying to make a point. That HR and Recruiting at most larger companies were split for very specific reasons, a few of which I point out here, but if a company is still hiring and has plans for growth then splitting out HR and Staffing in most (maybe not all cases) does make sense.<br/><br/>Which kinda brings me to the final point that I'd like to put out there and that is if the argument you are making for recombining HR and Recruiting Dept is reliant upon longer term workforce planning then why are many companies creating new departments specifically to address Talent Management, Workforce Planning and Organizational Development.<br/><br/>It seems to me that it's becoming more and more commonplace for larger companies' HR departments to be split once again creating 3 separate and distinct departments.<br/>1) HR<br/>2) Staffing/Recruiting and<br/>3) TM, WFP and OD ( I'm not writing all that out again:-)<br/><br/>And I think that if it can be justified either through a cost analysis or a employee skill set analysis or through hiring/retirment projections then it makes perfect sense. TM, WFP and OD will have a mach larger seat at the table as baby boomers retire en mass, but if you refer to my Prediction # 4 I think that baby boomer retirement will be postponed a bit.<br/><br/>Also this split between HR and Recruiting is taking place much the same way that the split between Recruiting and Sourcing has happened. Many companies are setting up Sourcing groups within their Staffing department in an effort to reduce costs.<br/><br/>So my final analysis is I didn't include the prediction cause though I believe it may be a financially needed and plausible outcome I don't think it will be adopted across all sectors and industries. No doubt, some will be early and adamant adopters of "Combine or Recombine HR with Staffing Strategy" but ultimately I don't see it as being very viable long term for most corporations across industry sectors.<br/><br/>Interesting twist though thanks for adding that...it may actually come down to how deep and bad the recession turns out to be. Companies may have their hands forced and without longterm plans for recruiting in place (due to layoffs) they may opt to fold them back in to HR. Time will tell.<br/><br/>Jeff Weidner<br/><br/><br/><cite>Robin Gillman said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/2009-predictions-with-jeff?id=502551%3ATopic%3A478734&page=1#502551Comment480235"><div>If I were to add a 5th prediction, Ken's would be it. My reasoning for this is not only efficiency, but the need to go from stop gap recruiting to more long term workforce planning.<br/><br/>After all is said and done and the playing field is cleared (all the layoffs) and everything settles, companies will be asking questions like: .... This trend , I believe , will cross all industry lines ... with HR having more of a say in how recruitment , by outside firms , is conducted & compensated .</div>
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</blockquote> I don't think we should even…tag:recruitingblogs.com,2009-01-09:502551:Comment:4871302009-01-09T22:48:33.931ZMarney Reedhttps://recruitingblogs.com/profile/MarneyReed
I don't think we should even be talking about cutting our fees. We work hard for our money, I'm still going to work hard for my money, I'm not going to cut any part of my service, so don't think I should be having to cut my fees! It's not wise to focus on the negative!
I don't think we should even be talking about cutting our fees. We work hard for our money, I'm still going to work hard for my money, I'm not going to cut any part of my service, so don't think I should be having to cut my fees! It's not wise to focus on the negative! These productions look exactl…tag:recruitingblogs.com,2009-01-09:502551:Comment:4866252009-01-09T20:58:49.928ZBryan Starbuckhttps://recruitingblogs.com/profile/BryanStarbuck13
These productions look exactly on target.
These productions look exactly on target. 9. Yes, I've planned my retir…tag:recruitingblogs.com,2009-01-09:502551:Comment:4862232009-01-09T20:08:04.080ZJim Durbinhttps://recruitingblogs.com/profile/jim_durbin
9. Yes, I've planned my retirement.<br />
10. It will happen when I drop dead.<br />
<br />
For most people, planning number 9 often leads to number 10. About Schmidt was a terrible movie, but the actuarial tables show that when a man stops working, he dies.<br />
<br />
You can stave it off with volunteer work and projects, but considering the uncertainty of pensions, stocks, and SS, not to mention the advanced mental alertness of those in their 60's, 70's, and even 80's will alter the idea behind work.<br />
<br />
It's a must for…
9. Yes, I've planned my retirement.<br />
10. It will happen when I drop dead.<br />
<br />
For most people, planning number 9 often leads to number 10. About Schmidt was a terrible movie, but the actuarial tables show that when a man stops working, he dies.<br />
<br />
You can stave it off with volunteer work and projects, but considering the uncertainty of pensions, stocks, and SS, not to mention the advanced mental alertness of those in their 60's, 70's, and even 80's will alter the idea behind work.<br />
<br />
It's a must for the economy. If Boomers tried to retire, our taxes would shoot up to 70% and more to pay for the deadweight as they vote themselves more benefits. Hire a Boomer, save your marginal tax rate is my motto. Peter,
Classic, thanks for th…tag:recruitingblogs.com,2009-01-09:502551:Comment:4861412009-01-09T19:49:04.470ZJeff Weidnerhttps://recruitingblogs.com/profile/JeffWeidner
Peter,<br />
Classic, thanks for the perspective no matter how aged it is;-)<br />
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<cite>Peter Clayton said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/2009-predictions-with-jeff?page=2&commentId=502551%3AComment%3A485699&x=1#502551Comment485939"><div>9. Yes, I've planned my retirement.<br/>10. It will happen when I drop dead.</div>
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Peter,<br />
Classic, thanks for the perspective no matter how aged it is;-)<br />
<br />
<cite>Peter Clayton said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/2009-predictions-with-jeff?page=2&commentId=502551%3AComment%3A485699&x=1#502551Comment485939"><div>9. Yes, I've planned my retirement.<br/>10. It will happen when I drop dead.</div>
</blockquote> As a member of the baby boome…tag:recruitingblogs.com,2009-01-09:502551:Comment:4859392009-01-09T19:22:46.831ZPeter Claytonhttps://recruitingblogs.com/profile/totalpicture
As a member of the baby boomer generation, I'm continually puzzled by all of this talk of baby boomer retirement by HR folks and cable news talking heads.<br />
Here's the reality:<br />
1. We all waited to have kids until we were in our 30's or 40's - I still have 3 kids to get through college.<br />
2. Many of us refinanced our homes to pay for college, and are now upside down on these "investments."<br />
3. Lots of us bought 2nd homes or invested in condos in Florida. Good luck with those for the next 10-15…
As a member of the baby boomer generation, I'm continually puzzled by all of this talk of baby boomer retirement by HR folks and cable news talking heads.<br />
Here's the reality:<br />
1. We all waited to have kids until we were in our 30's or 40's - I still have 3 kids to get through college.<br />
2. Many of us refinanced our homes to pay for college, and are now upside down on these "investments."<br />
3. Lots of us bought 2nd homes or invested in condos in Florida. Good luck with those for the next 10-15 years.<br />
4. Personally, I have no interest in driving a Winnebago. I don't want to beep when I back up.<br />
5. Retirement account? What retirement account?<br />
6. I never enjoyed golf.<br />
7. Mall walking is not very appealing, either.<br />
8. Traveling has lost its romance: Having to partially disrobe and get scanned, find everything you've just placed in little plastic dishes, and then sit in an airline seat retrofitted for munchkins, has no relationship to enjoyment.<br />
9. Yes, I've planned my retirement.<br />
10. It will happen when I drop dead. Who can predict when or how t…tag:recruitingblogs.com,2009-01-09:502551:Comment:4858332009-01-09T19:11:53.543ZKeith Halperinhttps://recruitingblogs.com/profile/KeithHalperin
Who can predict when or how the recovery will take place? Will it be in six months or three years? Will it be sharp or gradual? What completely random and unpredictable factors may influence it for better or for worse? What we CAN predict is what we can do right now or in the near future:<br />
1) Analyze your recruitment processes, better yet- have the people actually doing the work analyze your recruitment processes- they know what's REALLY going on.<br />
2) Determine what areas are the most valuable…
Who can predict when or how the recovery will take place? Will it be in six months or three years? Will it be sharp or gradual? What completely random and unpredictable factors may influence it for better or for worse? What we CAN predict is what we can do right now or in the near future:<br />
1) Analyze your recruitment processes, better yet- have the people actually doing the work analyze your recruitment processes- they know what's REALLY going on.<br />
2) Determine what areas are the most valuable uses of your staff's time.<br />
3) Eliminate, automate, or outsource the least valuable parts of recruiting- for example, you shouldn’t have to pay more than about $3500 per month for high quality, cold-call telephone sourcing to identify candidates or hiring managers in companies with a gatekeeper/”name generation,” $1250 per month for internet sourcing, or $800 per month for interview scheduling and coordinating between candidates and the hiring team.<br />
4) If your people can’t effectively do the high value-add work remains, consider training them.<br />
5) If there isn’t enough work remaining to go around, consider reduction-in-work before reduction-in-force. (Those who object to the former are good candidates to for the latter.)<br />
6) As conditions improve, continue following Steps 1-5- don’t go back to paying “*guru” salaries to folks to do lots of “grunt” work.<br />
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Cheers,<br />
Keith Halperin keithsrj@sbcglobal.net<br />
<br />
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* High-touch, high-skill, high-value add, creative work.<br />
** Low-touch, low-skill, low-value add, routine work. Really good, Jeff. Thanks for…tag:recruitingblogs.com,2009-01-09:502551:Comment:4857452009-01-09T18:56:09.745ZHarvey Clayhttps://recruitingblogs.com/profile/harveyclay
Really good, Jeff. Thanks for your insight. I just "Tweeted" the link to this Post. Hopefully that will get you some Traffic, too.<br />
I had an interesting discussion yesterday with a few Gov't folks who also commented on the predicted "end" of the Baby Boomer wave which will also be delayed due to people putting off retirement.<br />
This changes the outlook for a whole host of service companies and industries set up to cater to the retiring Boomers!<br />
Wishing you a prosperous 2009! FollowMe…
Really good, Jeff. Thanks for your insight. I just "Tweeted" the link to this Post. Hopefully that will get you some Traffic, too.<br />
I had an interesting discussion yesterday with a few Gov't folks who also commented on the predicted "end" of the Baby Boomer wave which will also be delayed due to people putting off retirement.<br />
This changes the outlook for a whole host of service companies and industries set up to cater to the retiring Boomers!<br />
Wishing you a prosperous 2009! FollowMe <a href="http://www.twitter.com/harveyclay">http://www.twitter.com/harveyclay</a> Jeff,
I'm enjoying all the co…tag:recruitingblogs.com,2009-01-09:502551:Comment:4856992009-01-09T18:50:25.409ZHeather Gardnerhttps://recruitingblogs.com/profile/HeatherGardner
Jeff,<br />
I'm enjoying all the comments you've received from everyone! For those of us that have been in recruiting for any length of time, we realize that everything changes. The recruiter's who are adaptable, creative and offer good quality services will thrive and move forward in the coming year(s). The economy would be in much better shape with more forum discussions like this, rather than what the current media is offering the public - doom and gloom. Great stuff, thanks for sharing your…
Jeff,<br />
I'm enjoying all the comments you've received from everyone! For those of us that have been in recruiting for any length of time, we realize that everything changes. The recruiter's who are adaptable, creative and offer good quality services will thrive and move forward in the coming year(s). The economy would be in much better shape with more forum discussions like this, rather than what the current media is offering the public - doom and gloom. Great stuff, thanks for sharing your predictions and creating a good productive commentary on recruiting in 2009!<br />
Best,<br />
Heather I agree with everything you s…tag:recruitingblogs.com,2009-01-09:502551:Comment:4856572009-01-09T18:43:24.699ZThad Greerhttps://recruitingblogs.com/profile/ThadGreer
I agree with everything you say Jeff. To think that placement fees and salaries are not going to drop is to live in absolute and total denial. To say something is "standard" is ridiculous because nothing is "standard" anymore. These are unique times the likes of which we have never seen in our modern business culture.
I agree with everything you say Jeff. To think that placement fees and salaries are not going to drop is to live in absolute and total denial. To say something is "standard" is ridiculous because nothing is "standard" anymore. These are unique times the likes of which we have never seen in our modern business culture.