ing discussion that's breaking out in hives over on ERE: Are Internet Generated Names inherently worth Less than Phone generated names due to the ease of generating them. And if so why aren't Internet Name Generators lowering their prices to be more competitive with offshore options? Jeff Weidner asks http://is.gd/GG5
I don't see it as controversial as all. It's a no brainer
You think it's a no brainer, Animal? The subject is about a discussion that's taking off over on ERE...
I know the answer. If you go through an office today and the internet is generating names from last year. Well, which is more reliable Show's over. I answered the question!
Do you think most of them rely on the Internet and the boards to source? Do we have anyone doing offshore sourcing present?
Read the whole chat here.
Attend the MagicMethod Phone Sourcing All Day Seminar in Miami, FL on September 4 at the Shane Center sponsored by Confisa International Group. Email email@example.com for registration form or call him at 513 899 9628. Seats are $325 and INCLUDE lunch AND a three month subscription to the seminal "Magic in the Method" telephone names sourcing course. Register early for a 10% discount!…
I do use Vonage for our offshore office. We have not completely shifted from Vonage, cause we are skeptical on how long the MagicJack service will be available and also what they will charge us after the first year. Right now they charge us $40 for 1 year.
Hope this Helps
that I’m glad we were able to flex some of our internet sourcing muscle. Although we didn’t win we got a 2nd, 4th, 5th, 6th and 7th , not bad with so much top global competition. Yep, along with Yusuf, Sarang (old sourcing dogs) Ansh, Kundan and Rushsit are all with OS2i.
PS The world is flat recruiters!!!!!!…
ir 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.
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.
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.
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.
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.…
n up to 15 reqs and/or will send up to 225 resumes week from Monster, CB, DICE, and the internet and they retail for $225/week. They also will look up LI Profile contact info (you provide or they provide) for $150 for up to 100 - you don't pay for a contact if they can find neither the phone nor the email....I know of other firms that will do the candidate develoipment aspects too, and they charge around $1500/mo for multiple reqs, not just a single one...
erience of 5+ years in staffing, for US based Executive search Companies from their offshore offices.
Experience with Skill Sets: Data warehousing Tools like (Informatics Architect, Data Architect, Solution Architect, Data Modeler, ETL Designer), Java developer, .Net, Business Analyst, QA Analyst, Digital Design, Analog Design, RF, Embedded Software, Security Admin, SAP, People soft, Oracle Application, Oracle DBA, Developer, SQL server - (DBA Architect, Developer), COGNOS, Database designer, System Architect, etc.
Extensive experience in Internet Recruiting of candidates and generating industry leads, pre-screening quality candidates, lead generation by resume strip mining, client promoting advertisements on job portals.
Proven track record of finding high-quality candidates within a given time frame at any levels.
Skilled in dealing with consultants with - H1B, GC , US Citizens. ( Corp to Corp, W2, 1099 & Full Time Employment)
Thanks and Regards
cing, and corporate cost cutting the opportunities for making lots of money as TPR's is still there, but IMO to far lesser degree.Lots of dynamics working against us which weren't before. Today we're mostly given the problematic or unfillable jobs, which no one tells us when we're given them. We either must have the market knowledge to protect our time wasting or we find out in the process that we're wasting our time.Yet, the moment a company has no needs that corporate recruiter has to often physically pack up unless remote site finding a new gig, whereas we have to pick up the phone to find a new client. So clearly the security isn't there.What I see are fewer opportunities with the same success numbers meaning smaller billing numbers. So today, a corporate recruiter may be earning more than TPR's.…
ying, till the last 15 years with the commercial use of the Internet, 3rd party recruiting was going to become obsolete--I never believed that. The first time was exactly what you mentioned, Monster like Internet job boards. Next was I/T offshore outsourcing where long term major clients of mine in investment/financial services, banking, and insurance maintained a static I/T budget with incrementally increasing percentages mandatory spent overseas--specifically Bangalore, India. A $100 Million I/T budget with a mandatory 20% spent in India in 2002, 30% in India in 2003, 40% in India in 2004. They could hire 5 Indians per American worker. Hiring managers telling me they no longer had a US staff--they had 40 people reporting to them, all overseas in India.
Then came ths social media which is still evolving but putting a crimp in my model which has always been to source and phone recruit direct competitor invisible/passive candidate. Incrementally more and more of them becoming "visible" to my clients. In a poor jobs economy with more people actively looking and pressure for companies to cut costs they more often go it alone expecting their internal recruiter to go find people directly saving money, using a third party recruiter as last resort. Thus the jobs received today are not just tough, but impossible to fill meaning a poor likelihood of success.
I could keep going, but I believe you understand where I'm coming from. I've worked opposite of the way of my clients so as to not uncover the same candidates they have. Over the phone. Helping one Corporate America company find people out of their direct competitors. Candidates they were reluctant to directly recruit out of fear of being sued for piracy, harassment, or retribution by the company itself. They were on the Internet. My mission was to find people they couldn't. However, now often they can so politely say there's no budget for recruiting, or a case for authorization will be made if they're unsuccessful, or call them in 6 months as they have an array of internal recruiters mostly getting the job done.
I was excoriated here about a month ago for suggesting our market relevance was in question. What role are we performing a company can't more and more do on its own? What's our future? Hadn't asked that question till, really 10 years ago. But it's like offshore outsourcing. If it hasn't impacted you because your clients haven't dried up, yet, it's all foolish folly thinking blasting with bravado the "losers" who're "embarrassing to the recruiting profession" for giving it a thought.
I want to thank you for offering the truth as you see it. Perhaps your critics are right, and you'll be proven wrong. My mission today is searching for niches where I'm relevant. Finding candidates my client can't. Getting that star performer out of Liberty Mutual Insurance for MetLife. Unless MetLife can access and directly recruit that individual, themselves.
I appreciate your vision as I sense your prognostication is likely valid based on my day to day intensive phone recruiting model--even if not what I'd like to hear. …