I’ve always been a big proponent of self-assessment and of constantly evaluating and reevaluating things to ensure that I’m being and doing my very best in everything I set my mind to.

There is no distinction between my professional and personal life as I truly believe this philosophy should apply to both.

In today’s world, this approach should be absolutely critical if you seek long-term success (not to mention your very professional existence as a Peak Performer in your field of expertise!).

That got me thinking about both music stores and video stores and how things like iTunes and Netflix and Blockbuster Online have impacted these businesses.

Let me ask you this - - Where is your current job or business on the development scale?

In other words, are you hoping for a revival and success using a model that is dead?

Are you still using principles and approaches that were effective 10, 15, 20 years ago, but that are extremely out of date today?

Are you going to fight to stay competitive using these tired models or can you see the writing on the wall and figure out how to embrace and incorporate the inevitable changes?

The choice is yours.

Views: 73

Comment by David Sprinkle on April 30, 2008 at 10:02am
This is especially true in recruiting...there are many recruiters that are being left behind in the technology revolution that is happening in the recruiting industry. As you said, we all have a choice to embrace the advancements or go out of business!
Comment by Jeffrey K. Radt on May 1, 2008 at 10:21am
Thanks for commenting! Yes, the next year or two should be very interesting technologically for our industry.
Comment by Nick Lagos on May 6, 2008 at 12:43am
Thank you Jeffrey for touching on some very salient points at a very opportune period in the overall history of recruiting.

I guess it’s safe to say nobody looks back admirably at “buggy whip” salesmen who prospered around the turn of the century, and probably envisioned prosperity for generations to come…, that was…, until the automobile came on the scene. Easy to see now, those that “read” then embraced technology (change) survived better then those with “blinders” on (no pun intended).

Let’s fast forward from the turn of the 20th century, to that of our recent turn to the 21st. And let’s remain cognizant histories tendency to repeat, and agree, “Out with the old and in with the new”, provided of course it’s an improvement over the “old”.

Congruent your belief regarding “peek performance”, I’ve searched for “recruiting best practices and standards courses and writings” throughout my career. I must admit, I’ve succumbed occasionally to the “flavor of the day”, following procedures or processes by past and current notables in our industry, that probably should have “updated” their material to include a bevy of technologies and techniques better suited to both technology platforms available at their respective introductions, and the ever changing market (clients and candidates alike), fluctuating global economies are bound to spawn.

I’d like to stress however, this is by no means criticism of the exceptional trainers and consultants available recruiters today. Most of the names we all know get our attention for good reason; and my “hats off” to those who teach “tried and true” processes and procedures, while bringing passion for the craft to their lesson plans.

I do however believe even with their best efforts and talents, our profession needs “change”, and it needs it badly and at a core level. And I believe further, that “standardization” may hold the key to solving many of our challenges.

I was taken back by comments a member of this forum (outside the Recruiting profession) made a few weeks back about her disappointment (anger) working with recruiters. As I recall, lack of ethics and professionalism (the usual suspects) were sighted targets for her discontent. Bill Vick jumped to our defense explaining in essence, the “bad apples” are likely “newbie’s” that due to the staggering attrition rate fall off rather quickly. That was followed by Bill’s comment regarding the “ease of admission” to the recruiting profession and assurances that there are ethical professionals in our field…

(Thank you Bill for coming to our defense…, hope I summed the thread closely enough for this discussion).

The obvious “take away” here is the ease at which people enter the field (no credentials needed), our staggering attrition rate (nothing to be proud of) and its overall negative impact on our profession as a whole. Are we as a group comfortable coming to work each day with the obvious stigmas associated with our profession, contenting ourselves (or deluding) by believing “it’s not like that in my shop” or worse, knowing it is?”

Most professions began with little formal organization or standardization. The medical field was scary at its inception. Legal, finance and engineering (and these examples are by no means exclusive) all suffered similar origins. But those that function well and garner respect today met a crossroad at some point after populous recognition, and very structured standards, programs, training and “accredited” certifications (degrees) were established, agreed on and adhered to which necessitated entry for anyone interested.

For any of the professions mentioned (and many omitted), seeing the successful “crossover” at their respective juncture in time, and making the necessary “change” was imperative their survival, current functionality, and achieved stature in our culture today.

One must ask, is it time we “bolted the door” and as a group, established some standards and best practices that we all agree and adhere to, coupled with synergistic certification programs that truly separate the “less passionate”, from those who see this profession as a true… Profession! Have we reached the “crossroads” and is it time we make “entry”, contingent meeting at minimum certification but preferably a degree incorporating psychology, humanism, sales, marketing, finance and general business courses (to name a few)?

I’m a recent member to this forum and wonder if its power to encourage bidirectional information flow could be used to establish standards and “best practices” as originated and “voted on” by its members at dare I say… “A grass root level”?

For clarity, I don’t believe “Recruiting” will go the way of the “buggy whip”. But few could argue “change” is in the air. Technology has caught up with us. Professional (Social) networks have made introductions easier then ever before. The proverbial “black book” has been published for all to see through platforms like LinkedIn, Zoom Info, Spoke, MySpace and Facebook (to name only a few).

To allow poor practices to exist in any profession generally unchallenged, and tarnished reputations and questionable ethics to be considered the “norm” by those outside our industry (our customers), when history clearly demonstrates a path to follow that’s proven its worth study after study for accredited professions that have preceded ours, is folly at best, but more likely disastrous if left untended.

I surround myself with recruiters of like ethics and high standards but still must recognize and take direct responsibility for the “bad apples” populating “my” profession (whatever their reason for being such). Prospective customers tend to “paint” with a broad brush and to delude myself into believing the impact unqualified or unethical recruiters has on “my” business is not far reaching, is to simply put the “blinders” on.


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