h position / group they supported. They were the top at finding talent. As a result of building the strength of the team we were able to reduce our use of TPS's, overall cost per hire and time to fill. What makes you think CR's don't know their competitors, market, industry people, etc???? What makes you think all they do is sit around and play with their thumbs???? One recruiter that worked for me spent time on the street, literally, looking for talent, when I worked for a high-end retailer. My recruiters can cold call and build networks just as well as a TPR.
Just because you may have experienced "poor" corporate recruiters doesn't mean that all are. I could say a ton of nasty things about TPR's but it wouldn't be right to stereotype. There are good and bad on both sides. bill josephson said:
Superior recruiting technique expertise.
There's lots to recruiting strategy, specially when it comes to finding/approaching passive candidates that a phone recruiting intensive TPR can be constantly sharpening.
A phone intensive TPR is far more in the trenches gaining proprietary information about companies and candidates than almost all Corporate Recruiters applying them daily getting their respective uniforms dirty every single phone call requiring superior phone dexterity and adaptability, along with seamlessly knowing how to most effectively respond as we can suffer every indignity at any time necessitating thick skin/varied approach.Not only asking the right questions but knowing the protocol when best to and how to ask pursuing our objective.The fact down and dirty over the phone recruiting is what some TPRs do ensures they'll be superior at it than Corporate types more on the Internet. Just like if we're both basketball players and I'm taking 500 practice shots a day whereas you're taking 50 while playing a simulated basketball game on the Internet, I'll likely become a more accurate shooter than you.The issue is, is that your shooting success, if the company's "winning" hiring employees, may well be enough to not require a better shooter's services costing additional money.
Good or very good is good enough. For the added cost great simply isn't required.
superior customer service to your hiring managers should include partnering with them (and some times challenging them) to help ensure the best end result, it's how you go about setting and meeting expectations that will help towards gradual changes.…
swer the original question that was asked by Jasen? He wanted honest feedback and got it.
However, I will also say that when a firm is spoken about in a negative way who can blame them for wanting a little positive feedback.
Now let's get back to work!…
untyJobs would not be retained search territory; if someone from BountyJobs doesn't reply tomorrow, I'll call them and get a breakdown by salary band.
I utilized Linkedin to see the background of people previously in the position and I know absolutely that my candidates were superior to people the company hired previously.
Of course, they were superior - they're you're candidates! Darren, LinkedIn profiles are like resumes; some people are just better at writing about what they've done versus actually doing it.
There were also other searches that were put on "hold" with no warning - this happens in our industry but I found the level of occurence on Bounty Jobs to be a worry.
Two words - Wall Street. Oh, have you also noticed all the recruiters looking for work these days? Why is that?
Talking about BountyJobs in terms of good and bad is like talking about the best ATS or recruiter training program: I know employers and recruiters who like the concept and the results.
Sure I was there in the beginning and helped Jeremy and Ron with employer and recruiter contacts but I'm not there now. BountyJobs is a different idea, one that this profession needs to consider as it continues to evolve. No one forces recruiters to participate in a search and can you blame employers for wanting to reduce costs? Perhaps there will be a percentage at which recruiters won't elect to work with and employers may not receive the quality they seek. I suspect at this point the percentage pendulum could swing in the positive direction.
Again, BountyJobs is a business; the marketplace will ultimately decide its fate.…
recruiting - how much is it going to cost me?
[more than a few managers also are fear making bad hiring decisions but this is fodder for later]
This is the average or worse recruiting organization we're talking about Bill; for these, the RPO solution is likely to perform no worse than the existing solution and if it costs less and the brand is retained (the brand retention element is critical and probably worthy of another discussion), its a business decision.
But for the truly superior organizations with superior recruiters and a comprehensive recruiting strategy with management buy-in, a global RPO solution is not likely to add value (I haven't seen many RPOs who know how to create, sell and manage a recruiting strategy that includes what it should include). However, these organizations are few.
Bill, my question to you then is do you believe RPO solutions should even be considered by companies?
Judy: Calling cybersleuthing "hacking" sounds like sour grapes - I'm wondering why you seemingly believe it is unprofessional to use a simple Boolean to find a resume or an attendee list from a conference and then call these people versus smiling and dialing and potentially taking far more time to come across similar information.
Can you explain why you have such a venomous dislike for these types of sourcing techniques? And how does this relate to lack of integrity?…