around and they find themselves either "Cold Calling" or finding admin work to keep busy. There is nothing more dangerous than a Recruiter not working on a placement.
As for Stealing....If I put on my HR Hat; definitely. Anyone who uses Company resources (time, equipment, data) for non-business related activities or personal gain is stealing an asset of the company and should be terminated immediately and possibly prosecuted for theft. On the other hand....If I put on my Recruiter Hat; who developed all of the data in the database the Employer is calling theirs? Did the Recruiter sign away all of their rights to ownership as a condition of employment? Without the Recruiter(s) contributing their networks of Candidate and Client information would the Employer have a database to consider an asset? Who is stealing from whom?
Maybe instead of discouraging a Recruiter from finding alternative ways to make placements and generate income, perhaps Agency Employers should figure out a way to get their "fair" share of the commissions paid based on the resources used. Just something to consider............…
gically and illogically.
On the subject of recruitment--even if an employer concludes that an external recruiter could be a great help to address recruitment challenges--it does not necessarily follow that external recruiters will actually be used. Their decision could be driven by budget issues. They can even be honoring a tradition of never using search agencies.
My point also applies to the condition that the employer actually has their recruitment act together--and has no need to engage external recruitment assistance. The fact is--that comfort zone can abruptly change (for a number of reasons mentioned earlier). And then the question becomes--can that employer continue to be competitive in their industry/market if the quality of their hires falls below their standards?
If they become a target for poaching competitors (who use external search agencies to do such recruiting) and lose several key, quality employees--can they effectively replace those losses with their internal staffing mechanism alone? Or do they go ballistic and also engage a hardcore external recruitment professional to help ensure survival first, and then growth? …
n't have a comprehensive understanding of.
I enable that condition to exist by never working any job on contingency. Everyone has to pay me something upfront, even if it's for a position paying under 25K.
That way, I'm acting as a temporary extension of the hiring company, which means I can put out much stronger attraction materials, brief and assess the candidates better, and reject them with more transparency.
If, like most agency recruiters, you're always racing other agencies to try to fill jobs on the 'success only' model, then both you and your clients are openly stating that you see candidates as a commodity to be traded.
So if you and the companies you try to recruit for choose to work this way, then some candidates will view you and your work method as shit - and treat you accordingly. The better ones will probably assume the hiring company is a bit shit too, and pull out of the process.
Either change the way you work or stop whining. …
ng of someone to work in a bank handling customer's funds who has serious credit problems, judgments and money problems. It is not necessarily true that someone with serious money problems will be involved in theft or fraud but the potential risk that the financial pressures might cause an otherwise honest person to be tempted if the opportunity was in front of them daily is a situation that risk managers need to look at if this person is handling customer funds. If they hired without a credit check, fraud occurred, the lawsuits would fly at the bank for lack of credit checking employees and managing risk.
In the case of medical history. If an employee has a history of even petit mal epilepsy or is on some kind of meds for any condition that might cause any impairment of coordination, that employee driving a fork lift could put others and themselves at a high risk of injury or death.
All this business you're closing now is clouding your ability to read my tea leaves! Of course this is what I'm talking about as well!
It's a double edged sword but one in which very few are having a cogent debate. Call me when you can you recruiting animal!…
do have to point out that my blog is written from a commercial, everyday perspective, focussing on behaviors in the staffing industry. I was not attempting an esoteric treatise on the finer points of philosophy, as they relate to honesty and the human condition.
Also I would have to admit that I was not really considering metal disorders or personality conditions when I was suggesting honesty is a black and white issue. What you say is true, but I believe at a very obtuse angle to the theme of what I am referring to. Sane,everyday people who "bend' their morality to suit the situation.
As for your literary quotes. They are excellent. But had I the time, I can cut and paste as many that argue the other case.
Thats the beauty of blogs and public debate. We can agree to disagree. And as far as honesty in commercial activity is concerned, I maintain my position. In 99% of cases in business, you KNOW what is right and what is wrong. You know. It's just a case of deciding whether the financial inducement is enough to tip you over the "wrong " threshold. Thats where integrity and a line in the sand comes in.
ed to form agent and action nouns from verbs, now used to form nouns and denominative verbs in several related senses:
"An action, process, or skill" denoted by the combining root: rearmament, tournament, management.
"A result, object, or agent of an action" named by the joining root: entombment, enthrallment, agreement.
"The means or instrument of an action": implement, medicament, reinforcement.
"The place of an action" named by the first root: battlement, ambushment, settlement.
"A state or condition" specified by the first root: bewilderment, predicament, bereavement.
The verb combinations show no change in basic form: cement, compliment, lament.
Principal parts: -menting, -mented, -mented.Related forms: -mentum (singular); -menta, -menti, -ments (plurals).
I do like the word Recruitment for describing the overall function, but not for the people doing it, who are best termed " Recruiters". It's way better than "Talent Acquisition", which is the WORST.
"manure is produced by automobiles.... etc.". Stretching a metaphor can help one understand the dynamics of the metaphor. It can also create confusion.
In any event.. sometimes being "mixed up" stimulates the thought needed to get through to the other side of that which confuses us. Not always unhealthy or unproductive. My intent is to stimulate thought among the group. I do not mean to infringe on any intended consequences (which I feel I may have done). I can support cloud recruiting as a concept or as a company.
In the scenario I presented in my original post, I deliberately positioned the recruiter as the "lightning" produced under the condition of [Recruiting] within the "Cloud".... Lightning and Thunder being part of the "Cloud" metaphor. And, I would still be interested in replies.
Full disclosure: I've developed a service within this realm. Therefore I have a vested interest in seeing the concept of recruiting in the cloud become a reality (more of a reality than it is today). Hence my particular interest in this group. I'm also a fan of RecruiterGuy and was interested in stimulating discussion within a group with his name on it.
Amitai, I recognize you as a thought leader in this community. I look forward to further discussion.…