ntangibles that make the good placement and [companies] who can care less where the body comes from so long as it comes tomorrow. All of this is Okay so long as each player recognizes and understands their place on the field.
I think the disconnect comes when we try to portray ourselves as something we are not. Bountyjobs.com has it's place and I wish them the best. But I don't know if they know where that place is just yet. The fact is any recruiter worth their salt knows that throwing a bunch of emails out there and holding their breath while they stare at their inbox, fingers crossed, is not going to make it in this business, especially in a down market. Bountyjobs.com is [not] more efficient in fostering effective communication, is [not] more effective in fostering client relationships and should not be a primary job order source for anyone who wants to make it in this business.
Bountyjobs.com [is] a vendor management system and [does] require more work from companies than if they just gave an ultimatum to 3-5 recruiting firms that "you have one month to send me two candidates who are qualified. I will see everyone you send and will judge you on their interview. If you send me good people, even if I don't hire them since I can't hire everyone, then we'll work together again. Otherwise, you can delete me from your call list". If that were the case, guaranteed that job would get filled with a higher caliber candidate in a shorter time with the client seeing less than 10 resumes.
It is not my intention to BountyBash. I do find their model interesting. However, as a recruiter, someone they rely on for their very existence, I find it insulting when they try to convince me that this replaces candidate marketing. It doesn't take 6 years to develop a client relationship; it takes one good sendout and continued quality service - simple. Candidate marketing is the fastest and easiest way to establish that relationship. Pick up the phone and call someone you've never spoken to before and talk about a candidate profile that fits a job their working on...easy. Heal the pain quickly and painlessly and you have a client for life.
Bountyjobs, please don't insult me by telling me that your website is going to be more effective in communicating and developing client relationships. Respect those who are responsible for your success and tell us that if I have too many candidates to market that we should take a look, or, if your skill is to attract candidates and not clients than take a look, or, if you have some junior folks in your office than have them cut your teeth on our website.
Finally, work both sides of the fence. Hold your clients to a standard of communication and if they get a poor enough rating from recruiters than they can't post on your website anymore. That will certainly increase the quality of the site and the willingness of recruiters to give you a second and third chance.…
lume Everything Except Quality. I don't see that changing any time soon or, at least in my lifetime. I hope you are more correct about this than I.
My perspective is that mediocre clients deserve similarly slanted recruiters. And, while I am busy apologizing for the last recruiter I am also being given a JO. So my crippled competitors actually make me look good.
I really believe the agency breakdown is largely because, generally speaking, there are too many management people who don't insist on professionalism in execution.
4a. Let's address something that needs our attention:
By the way -and this will not make me any friends here- have you seen the number of 'agencies' here who are hungry for split partners?
We know why that is- these are people who know just enough to set up a computer and phone but do not really know recruitment execution in its totality. So, even though they can't recruit, they are hanging banners, collecting job orders they can't fill and of course, they are all 'presidents'.
Now, many may be polite and courteous but how many are actually competent and finish what they start? IMO, I'll bet half or more of these <5 recruiters are guilty of exactly what your article/blog is all about.
Take away their Internet and they are screwed.
This means, of course, that RecruitingBlogs.com is harboring those exact same recruiters who are pulling our industry down. They are a large part of the reason you wrote this blog, Mr. Savage.
4b. How about- instead of asking us 'how we introduce ourselves' ["a firm handshake and direct eye contact", LOL!] and for every new member who indicates they need their MTV are referred to a course in direct recruitment prior to acceptance for membership?
I saw a blog here recently (I am new here- the blog was several months old) published by one of the members here who showed a total and complete ignorance of how the Contingency and Retained search business operates.
It had more holes in it than Swiss cheese, had only one contributor -Sara with the hat- who asked, mostly rhetorically, I'm sure, something to the effect of "Are You Joking?".
No one from RecruitingBlogs had come along and gigged the publisher for posting such an outlandish blog.
Now, although it can be presumed most of the body of members here saw she had her head ......., no one had called her on this.
Where is the Quality Control at RecruitingBlogs.com?
I said and I was not speaking rhetorically, "Physician, Heal Thyself".
Your article is a good place to start. Why will it be that your blog here will collect dust instead of becoming mandatory reading for all new members?
If when you say, "...those that do not change will soon become irrelevant..." you are referring to the recruiters out there (who embarrass themselves -on a daily basis-) then I will say that, heck, they are already irrelevant.
Thanks very much,