(March 13, 2009) It's been an interesting week,
Like a mold that you just can't seem to get out of the refrigerator no matter how much you clean, the comments for DRBC v2.08 continue to accumulate. I now get routine mail from readers who hope that I can help them stop the deluge of notifications that someone has added another comment. I tell them to go to the bottom of the post and press the stop following button. It doesn't work very often (the instructions, not the button, the button always works). Many people need to be told several times how to do this.
As the content in the comments matures it's interesting to see it taking on a sort of Noah's ark quality. First, there were just the boors. Then came horses, pigs. chicken and Cheech and Chong. As the survivors spoke amongst themselves, a conspiracy began to emerge. Like an attempted escape from Stalag 13, various Recruitosphere luminaries plotted the development of a new conversational group (network) featuring, you guessed it, them.
I'm sure that the original content had very little to do with the accumulated comments. Some combination of bad economics, job insecurity and the industry's need for a deep tutorial gave the adventure its energy. The real power in the comments comes from that tight group of potential escapees. What is really clear is that they enjoy each other's company. And they seem to know what they're talking about. Competence and camaraderie is fun to watch.
In the meantime, I've been swamped by vendors who want to demo sourcing automation products. Much of the work currently performed by hard working sourcers is going to become push buttoned in the near future. The time and energy associated with using the internet to source names is in the process of declining. Here's a great free tool for making search strings more easily.
My big take away is that while sweeping generalizations are great conversation starters, the truth is always more nuanced. It would be great to take Maureen Sharib's comments out of the post and publish them separately. They make a fantastic tutorial introduction to the world of telephone sourcing.
So, the next big frontier is how to make Recruiting a strategic function. This is hard when it's agency or contingency work. While Recruiting could be the way that companies really transform their operations, most of it is brute force tactical crap. "We're filling this position to these requirements" is a to do list, not a strategic plan.
I recommend taking a very close look at whatever you can find out about Novotus. This RPO is standing the agency business on its head. They take all sorts of work at a 6% fee and guarantee 100% fill on as many requisitions as you'd care to give them. As a result, they get invited to participate in the company's strategic dialog. The company gets really interested in seeing them succeed.
It's a good business model that simply requires discipline, sourcing automation, process control and commitment to delivery of results. It will be duplicated quickly by a variety of competitors and admirers. It makes me wonder if TPRs will be elbowing their way into the job application lines, trying to get in front of the Internet sourcers.
There are two key pieces involved in prospering during the rest of this economic turmoil.
Thanks for posting the (only-of-its'-kind!) MagicMethod Phone Sourcing Quiz but alas, you posted a snippet from the online quiz-most of it w/out answers. Here's the full quiz WITH answers - be careful not to misinterpret some of the "answers" posted in the comments (at the bottom) section by a few others who took the test (some of which are wrong, IMO).
If you look carefully, Judy, I think you'll see where you may have misunderstood the points of some of the questions. Thanks for your interest in the subject of telephone names sourcing Judy. I'm still interested in hearing your answers to the questions I asked above.
If any of you have an interest in telephone names souricng - I hope you'll take the quiz!
Novotus? Please. How is outsourcing your recruiting function via an RPO considered "strategic" or groundbreaking John? The next big frontier you mention is the same frontier recruiters and HR have been trying get to forever. It's pretty simple (if you're motivated and willing to put in the work), make your role less transactional by knowing the business as well as the executives you support. That means getting up from your cubicle (if you're internal) and going out and talking to people in your organization about what keeps them up at night. Take away their pain and suddenly you are elevated to a whole new level in their eyes. I came up with a simple acronym that has served me well LCLVD (Listen, Challenge, Listen, Validate, Deliver) That's the only way you will be viewed as a peer/partner and not an order taker. At the end of the day, there will always be a low cost provider that can provide short term cost containment. I'd be curious to see how many fall offs within the first year RPOs like Novotus and others have. Hmmm....all of the sudden that bleeding edge RPO solution doesn't have that rosy fragrance.