People vs. Technology - Are Recruiters Facing Extinction? - RecruitingBlogs2024-03-29T12:39:01Zhttps://recruitingblogs.com/forum/topics/people-vs-technology-are?commentId=502551%3AComment%3A1295124&feed=yes&xn_auth=noThanks for contributing to th…tag:recruitingblogs.com,2011-08-24:502551:Comment:13512482011-08-24T13:35:51.475ZJessica Lunkhttps://recruitingblogs.com/profile/JessicaLunk
Thanks for contributing to the discussion - read the blog post <a href="http://www.recruitingblogs.com/profiles/blogs/does-social-media-technology-hasta-la-vista-to-third-party" target="_blank">here</a>. I wrote this a while ago, so didn't get to include everyone's input - but definitely a lot of interesting angles to this debate. <br/>
Thanks for contributing to the discussion - read the blog post <a href="http://www.recruitingblogs.com/profiles/blogs/does-social-media-technology-hasta-la-vista-to-third-party" target="_blank">here</a>. I wrote this a while ago, so didn't get to include everyone's input - but definitely a lot of interesting angles to this debate. <br/> I have to say due to some "lu…tag:recruitingblogs.com,2011-08-23:502551:Comment:13492962011-08-23T15:50:27.462ZJody Schwartzhttps://recruitingblogs.com/profile/JodySchwartz
I have to say due to some "luck" AND some good skills I am having the BEST YEAR EVER IN 5 YEARS! I did as I said have some luck and filled an out of state high level position so I did get LUCKY AND I worked with a very very difficult client. I even know of a recruiter who pulled her candidates out of the search because this client was so difficult to work with. But, I still believe it's the "passive" candidates that we go after that will keep us in business. It's not considered the most…
I have to say due to some "luck" AND some good skills I am having the BEST YEAR EVER IN 5 YEARS! I did as I said have some luck and filled an out of state high level position so I did get LUCKY AND I worked with a very very difficult client. I even know of a recruiter who pulled her candidates out of the search because this client was so difficult to work with. But, I still believe it's the "passive" candidates that we go after that will keep us in business. It's not considered the most professional move of an internal corporate recruiter to take from their competitors. We can dangle the bait and say "are you really happy at your current position" and it's considered "ok" but not so for the corporate recruiters. I thought Charles' and Paul's…tag:recruitingblogs.com,2011-08-23:502551:Comment:13493212011-08-23T14:36:15.762Zbill josephsonhttps://recruitingblogs.com/profile/billjosephson
<p>I thought Charles' and Paul's comments were salient.</p>
<p>Paul's right in that companies find recruiters internet recruiting savvy, then hire them as internal recruiters and build a team around them at their company. Or they outsource a group located elsewhere to act as their internal recruiters. I find my recruiting parameters/constraints getting tighter all the time.</p>
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<p>I see zero benefit to recruiting on the Internet. Any technology available to me is available to my…</p>
<p>I thought Charles' and Paul's comments were salient.</p>
<p>Paul's right in that companies find recruiters internet recruiting savvy, then hire them as internal recruiters and build a team around them at their company. Or they outsource a group located elsewhere to act as their internal recruiters. I find my recruiting parameters/constraints getting tighter all the time.</p>
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<p>I see zero benefit to recruiting on the Internet. Any technology available to me is available to my client companies with their technologically adept recruitment staff.</p>
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<p>I figure I'll only be out of business if two things happen. One, US companies literally offshore outsource all our professional jobs due to the high cost of business in the US and low cost overseas. Two, internal recruiters are able to access the same passive/invisible gainfully employed prospects I can. My survival, as Maureen Sharib points out, is predicated on the phone. It's what I do better than my clients. Take that away from me, Paul, and I don't see where I survive.</p>
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<p>Being on the phone my skills don't today translate to the Internet driven corporate internal recruitment side--least not yet. So I'm always in pursuit of phone work ignoring every single Internet recruiting trick/approach out there.</p>
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<p>BTW, I'm definitely not having my "best year ever" and personally know of no recruiters who are. Maybe I'm (we're) doing something wrong and others doing something right.</p> You are correct, but that has…tag:recruitingblogs.com,2011-08-23:502551:Comment:13492442011-08-23T14:26:55.636ZGreg Darmeniohttps://recruitingblogs.com/profile/GregDarmenio97
You are correct, but that has been true from the start. Business of all types need to change with the times. A static business model is a tombstone, whether a client company or a recruiting firm.
You are correct, but that has been true from the start. Business of all types need to change with the times. A static business model is a tombstone, whether a client company or a recruiting firm. The point I am trying to make…tag:recruitingblogs.com,2011-08-23:502551:Comment:13493102011-08-23T14:19:11.139ZPaul Alfredhttps://recruitingblogs.com/profile/PaulAlfred
<p>The point I am trying to make Greg is that there is a trend in the Staffing Market place. We need to realize that smart companies with consistent need for talent will work towards looking at cutting costs. As staffing Service providers we will be under pressure to deliver more value and to do so consistently. </p>
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<p>The days of sitting back and saying "They need Us" is not going to be enough any more like Tiger saying I have 14 Majors and 81 PGA Tournament Wins - in the end…</p>
<p>The point I am trying to make Greg is that there is a trend in the Staffing Market place. We need to realize that smart companies with consistent need for talent will work towards looking at cutting costs. As staffing Service providers we will be under pressure to deliver more value and to do so consistently. </p>
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<p>The days of sitting back and saying "They need Us" is not going to be enough any more like Tiger saying I have 14 Majors and 81 PGA Tournament Wins - in the end he has to keep or start wining again to be relevant. We need to keep providing value to be necessary when we stop doing that or more scary " When we are "perceived" to stop providing value" is when we should start taking the underlying message of this blog more seriously - I started doing that 4 years ago.</p> Paul,
How many companies real…tag:recruitingblogs.com,2011-08-23:502551:Comment:13491342011-08-23T14:10:06.096ZGreg Darmeniohttps://recruitingblogs.com/profile/GregDarmenio97
<p>Paul,</p>
<p>How many companies really do what you are saying?</p>
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<p>Unless a company is extremely large they should not have a need for so many employees at one time that it warrants a true internal recruiter department as you suggest.</p>
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<p>Again i am not talking about most employees, if a company needs 3 heavy hitters a year even at a cost of 25,000 each in fees that is 75,000 dollars. How much of a team could they build? So I think it depends on your focus and the…</p>
<p>Paul,</p>
<p>How many companies really do what you are saying?</p>
<p> </p>
<p>Unless a company is extremely large they should not have a need for so many employees at one time that it warrants a true internal recruiter department as you suggest.</p>
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<p>Again i am not talking about most employees, if a company needs 3 heavy hitters a year even at a cost of 25,000 each in fees that is 75,000 dollars. How much of a team could they build? So I think it depends on your focus and the size of the business you are going after. Yes if a company needs 10 people on a continuing basis then it may well be more cost effective to have an internal department. Maybe revisiting fee structures should be considered.</p>
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<p>But the true recruiter will always be needed for the intermediate company that can not staff a full time team. I am sure you, like me, have filled positions that other recruiters have failed at filling. Retained recruiting may be on the way out. But contingency recruiting is here to stay for the forseeable future. </p>
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<p>Where else can a company get so much done on their behalf and only pay if they are convinced that the solution has the best chance of succeeding?</p>
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<p>BTW i did place an engineer in Calgary although it was with a US Company.</p> Greg our entire Company is fo…tag:recruitingblogs.com,2011-08-23:502551:Comment:13492152011-08-23T13:55:28.457ZPaul Alfredhttps://recruitingblogs.com/profile/PaulAlfred
Greg our entire Company is focused on the Passive Market since 2006 ( As I agree that is where the true value is with respect to supporting our clients) ... I have been in this game since 1996. I have seen changes in the industry, monster changes that scares me - luckily I consult in the SM World as well and not fully dependent on the Recruitment Industry for revenue. What scares me in the last 5 years we have seen the trend atleast in the Canadian Market where Companies look for Recruitment…
Greg our entire Company is focused on the Passive Market since 2006 ( As I agree that is where the true value is with respect to supporting our clients) ... I have been in this game since 1996. I have seen changes in the industry, monster changes that scares me - luckily I consult in the SM World as well and not fully dependent on the Recruitment Industry for revenue. What scares me in the last 5 years we have seen the trend atleast in the Canadian Market where Companies look for Recruitment professionals such as yourself and others on this board and hire them internally - they then build a recruitment team around them by doing this they - slowly increase the ROI and reduce use of TPR's add Social Media Networks and target talent communities to the equation should I continue ... I hope this paints the picture ... The US Market is 10 times bigger so Pam's outlook (as an example ) on the industry will be different that what we are seeing here in Canada. To tell you the truth our US business used to be only 20% now it's stepped up to 45% in the last 2 years. Paul,
Would you embellish y…tag:recruitingblogs.com,2011-08-23:502551:Comment:13487552011-08-23T13:04:20.484ZGreg Darmeniohttps://recruitingblogs.com/profile/GregDarmenio97
<p>Paul,</p>
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<p>Would you embellish your comment, it seems to me that Charles answered it pretty well. Recruiters that scour the job boards and send multiple resumes to a hiring manager and hope one sticks, that type of recruiter will be extinct. The Recruiter that really recruits a passive candidate will never be extinct.<br></br><br></br><cite>Paul Alfred said:</cite></p>
<blockquote><div>Charles not sure if your simplistic explanation provides enough of a punch to put to rest the…</div>
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<p>Paul,</p>
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<p>Would you embellish your comment, it seems to me that Charles answered it pretty well. Recruiters that scour the job boards and send multiple resumes to a hiring manager and hope one sticks, that type of recruiter will be extinct. The Recruiter that really recruits a passive candidate will never be extinct.<br/><br/><cite>Paul Alfred said:</cite></p>
<blockquote><div>Charles not sure if your simplistic explanation provides enough of a punch to put to rest the importance of the question posed in the blog...</div>
</blockquote> Charles not sure if your simp…tag:recruitingblogs.com,2011-08-23:502551:Comment:13491062011-08-23T12:45:31.980ZPaul Alfredhttps://recruitingblogs.com/profile/PaulAlfred
Charles not sure if your simplistic explanation provides enough of a punch to put to rest the importance of the question posed in the blog...
Charles not sure if your simplistic explanation provides enough of a punch to put to rest the importance of the question posed in the blog... Jessica,A recruiters job is t…tag:recruitingblogs.com,2011-08-23:502551:Comment:13487992011-08-23T03:47:02.747ZCharles Russellhttps://recruitingblogs.com/profile/CharlesRussell
Jessica,<br></br><br></br><br></br>A recruiters job is to find the best talent for the client within the constraints set by the client. Whether the recruiter works for a contingency, retingency, or retainer company, its still the same. <br></br><br></br>Naturally the client can and often do advertise their positions. They may even have staffing and /or talent acquisition people who do look for talented individuals. But they can still be at a disadvantage in finding the right people because they do not invest…
Jessica,<br/><br/><br/>A recruiters job is to find the best talent for the client within the constraints set by the client. Whether the recruiter works for a contingency, retingency, or retainer company, its still the same. <br/><br/>Naturally the client can and often do advertise their positions. They may even have staffing and /or talent acquisition people who do look for talented individuals. But they can still be at a disadvantage in finding the right people because they do not invest in back end research intensive support personnel, or have access to high end online resources.<br/><br/>Saying that we only use passive means, advertising in job sites, classified ads, or search through social networks to find people is being simplistic. When we have a position to fill we all profile the client, their competitors, build a composite of the candidate and then hunt for them through each and every means possible. Cold calling on companies, calling & or emailing our prime network of contacts, searching through our database of contacts, blog sites, social network sites, searching news sites and industry publications. <br/><br/>If the job is easy, they do it; we are only of interest to them when they realize that what they want is not dumpster diving through job sites finding people who are actively looking for a job.<br/><br/>With the economy in the US & Europe in a funk, companies are not just looking for a body to fill a spot, they want someone who can bring experience and a positive impact to the company.<br/><br/>Every company will say they are a fantastic company to work in. Unfortunately that is not always the case. An in-house recruiter has a vested interest in promoting the positives of their company's persona to the public and to the potential candidate. They cannot be objective, we can.<br/><br/>So are Recruiters soon to be extinct? Nope.