ng developing recruiting models, developing metrics, selection of ATS systems, and building an HR team. For the past four and half years I have been working for Hewitt Associates as a Talent Management Consultant. Prior to that I worked on an engagement for Alexian Brothers that focused on reviewing the current state of their recruiting function and to provide recommendations on how to optimize the talent function so they could attract healthcare professionals.
I would like to schedule some time with you to review my background in more details. I can be reached at 847-566-0685 or firstname.lastname@example.org
Talent Management Consultant (SPHR)
847-566-0685 (Office Number)
s. Like Directors - they have other things to do. As more candidates become visible, it also means more sh*t to wade through - thats where a TPR still has a function - find that diamond amongst the crap.
They also build a PSL (Preff Supplies List) based on companies core values, which suppliers have to fit - leaving scope for a TPR to supply extra value in line with the companies needs.
So next five years.... Europe or the States, you going to have to look abroad more, and supply abroad more - you cannot ignore China or India - they are begining to get short of labour in certian sectors - Design for example.
As long as you have your own USP (Mine is a dedicted in house training acedemy), have clients who are partners, flexible over your markets, work with Candidates as people and embrace change ( we all have succeeded in moving on from Rolodex...) - your model should survive.
I also think decent recruiters will work together more, pooling resources and fending off the bottom feeders in order to survive.
My plan is to become a "Contracting Internal" - which is what I'm doing. Build the function, recruit initial staff, train & move on.