he functionality isn't historical (the roots are in the slave trade, the original body business). But, the baby boom, coupled with the radical changes in gender equity produced a huge logistics problem.
As a result, relatively sloppy practices, fat margins and low barriers to entry were the norm. Recruiting as a supply chain managed to avoid all of the powerful innovations (TQM, Lean, Re-engineering) that the rest of the organization (except HR) adopted in the late 20th Century.
The shift really has two complementary threads:
1. The shift to Do it yourself, desktop recruiting (internet sourcing) and
2. Process rationalization in the Recruitment Process Outsourcers
The trend to Desktop recruiting creates a set of easy to understand phases. First, sourcing is practiced as an arcane discipline. 2nd, it gets automated. 3rd, it disppears from view (this probably sounds familiar.)
The RPOs (like Novotus) are taking the fat out of the traditional agency process. With 6% to 7% fees and performance guarantees across all positions, they are almost unstoppable. They have focused on improving performance while actually reducing process costs. For many organizations, the high level of professionalism that will start to emerge in the RPOs will make a big difference. More of the staffing function will get outsourced. Just not to traditional agencies.
All older industries (WWII roots qualify this as an older industry), are faced with declining price points and increasing quality requirements. The agencies that thrive in this current encvironment will be the models for the future.…
baby porcupine’s birthday party!
Habitat: They live in the deciduous and coniferous forests of North America and Canada. They are more common in the north. Porcupines often live in trees (the technical term would be arboreal).
Diet: Porcupines are herbivores; that means that they eat plants. In fact, porcupines eat a variety trees, shrubs and other plants. In the winter they will eat the inner bark of trees. Their favorites are hemlock.
Reproduction: Females maintain a territory, and defend it against other females; however male territories typically overlap those of several females. The territories of dominant males rarely overlap. Breeding occurs in October and November. Gestation in this species is 210 days, after which a female gives birth to a single offspring. Newborns weigh between 400 and 530 g. Young are nursed for about 127 days. They become independent of their mothers at approximately 5 months of age, but are not sexual mature until the age of 25 months for females, and 29 months for males. Porcupines are relatively long-lived animals that can live up to 18 years in the wild.
Contrary to popular myth, porcupines cannot shoot their quills.
Porcupine quills are hollow and have spines on the end that make them hard to pull out. If you cut them in half, they are much easier to pull out.
The name “porcupine” means “one who rises up in anger!”…
close to the start date. Any candidate that behaves in this way would not only burn a bridge with the recruiter, but also with the company that he/she interviewed with and from whom he got an offer. Though I don’t appreciate being used, I really don’t have a problem with a candidate NOT accepting an offer, but if they accept, lead me on and then fail to start – that’s wrong. Not only does it put quite a few people at 2 companies, the recruiter and client account manager in a very precarious situation – but it also shows an extreme lack of honesty and values by the candidate.
Unfortunately, the “it’s just business” excuse is a common scapegoat these days. Whether it’s business or not, if you give your word you should keep it. If you want to play the counteroffer game with your own company without bringing another company or recruiter into – feel free – it’s a bad idea and will buy you a little money in the short term but tons of mistrust in the long-run and guess who’ll be first out when your boss needs to trim some fat? Mr. Albright even says “your manager will know what’s up – she’s been here before” – anyone that’s managed people would know what’s going on here and they will not appreciate it.
I’m all for raises, capitalism and the power of greed – But if you want a raise… Ask for it – directly and with a strong foundation for your request. If you deserve it, you’ll get it. This “gamesmanship” just shows one’s lack of self confidence, a fear of confrontation and willingness to engage in treacherous behavior.…
nly, and for the record, I do see a role for technology. Having spent a number of years in CRM technology and strategy I'm more convinced than ever that candidates should be treated like customers. And to achieve that you need good technology. Would I recommend that client companies ditch their customer marketing systems? Of course not. In high volume businesses especially, you will find that behind the great customer experience is a really smart crm set up.
But, somewhere, for some reason, it all went wrong for recruitment. We thought it wasn't worth investing the money and so recruitment business processes and the software solutions that have emerged over the years to support them are woefully lacking compared to other enterprise level CRM type solutions. Take vodafone, first direct or any other similar business and whether I'm an existing customer, a potential one or just some jocky who wants to shoot the breeze, I can contact vodafone and get a response. And that response is likely to be human, it will be recorded, tracked, assessed and acted upon. Oh, and followed up too. Not so in recruitment.
Regards linkedin I was referring to the fact that essentially they ARE the database. And when you look at the app tracking and crm type features they are building into the recruiter tools they sell, you have to question the sales pitch and the positioning of the existing recruitment solutions.
The fact is that there are recruiters who are using linkedin as their database and ats, and their success along with the experience they are giving the candidate is as good as any other recruiter out there who is sitting on a big, fat and largely out of date, database or ats of their own. Not a solution for everybody of course, but the development is fascinating!
Some interesting comments here particularly regarding unnecessary bells and whistles, poor input and output of data (Crap in, crap out as we used to call it!), poor execution and overall use of the system and, yes, some poor recruiters too. But I blame the leaders of the recruitment businesses for that. I also think that clients have the recruitment service they deserve in some ways. I say that because they tolerate poor practice in the industry. In some cases, with poorly devised and managed PSL's they actually encourage it. And for even some large organisations, resourcing is not strategic enough for them to demand a much higher quality supply chain.…