could afford to get that "granular" without any guarantee of (potential) candidate interest. Similar to my previous comments about spending a great deal of time doing candidate research, ISTM unfeasible in most (quickly-moving) recruiting scenarios. Instead of using a rifle, it's best to use a shotgun- "Source 'em *all, let God (or their own wishes) sort 'em out."
In re: to employees not getting a "'warm fuzzy’ feeling we want employees to have with referral relationships." Personally, I don't care if the "referrer" likes or even knows the "referee" as long as they think the person is qualified and hirable. I'll give an example: back in the Diesel-Punk Era (or was it the Bronze Age?) I was recruiting for a client that had so much employee buy-in for the ERP that the employees would pay for newspaper classified ads (told you it was a long time ago) out of their own pockets to get people to refer. I'd like to hear about the 2013 equivalent of THAT again....
Keith "Love Don't Pay the Rent" Halperin
*Using the best parameters you can include to get a decent number of potential candidates.…
L technology is or remains relevant in perpetuity. I believe our challenge as recruiters (and candidates) is knowing when the paradigm has shifted (e-mail vs. fax machines, cell numbers vs. office numbers, texts vs. cell phone calls, "Hangouts" vs. texts etc.).
Are "fleet-footed" firms seeing the pendulum swing away from "huge public" repositories (specifically JB vs. Social Medial Platforms (SMP)) due to inefficiencies most I speak with in recruiting and on the candidate side agree exist with JB's, and are sighted in my article?
To get more "granular", I do not mean using SMP's under the same model as we used JB's where Candidates made no bones about why their resume was being posted, in concert mechanisms designed to deliver said candidates to employers (recruiters) in automated fashion. Mechanisms that I contend are failing both sides and therefore through a form of "technical selection", will be ex-sized out over time... and is "now" that time?
I remember firms (recruiting and direct employers) who "clung" to fax machines regardless the efficiencies e-mail offered out of simple "dogma". Some might say "yea, but I get placements using JB's" which I agree is true (so do I occasionally), but my "fax" machine still works also, its just not the BEST way to move information around anymore.
Are "classic" JB's the next "old thing"?
Thanks @Stephen …