Comments - IF I RAN RECRUITING - RecruitingBlogs2024-03-29T14:06:54Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1399298&xn_auth=noKeep dreaming Chris your on t…tag:recruitingblogs.com,2011-09-17:502551:Comment:14112282011-09-17T20:04:40.297ZFrancois Guayhttps://recruitingblogs.com/profile/FrancoisGuay
<p>Keep dreaming Chris your on the right track. Hilary...lets also be on the same team. I agree many of these are low cost solutions, everyone always wants to think about buying an expensive software solution, or lets spend money on talent branding, etc...</p>
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<p>For a recruitment strategy to work short term and long term, the solutions must be able to morph to your ever evolving strategy. A recruiting strategy evolves based on the business strategy. So keep it low cost and flexible.…</p>
<p>Keep dreaming Chris your on the right track. Hilary...lets also be on the same team. I agree many of these are low cost solutions, everyone always wants to think about buying an expensive software solution, or lets spend money on talent branding, etc...</p>
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<p>For a recruitment strategy to work short term and long term, the solutions must be able to morph to your ever evolving strategy. A recruiting strategy evolves based on the business strategy. So keep it low cost and flexible. Of course we need to keep metrics in mind and cost per hire but at the end of the day it's all about the business metrics and did we add value to the overall bottom line. Act like a recruiter but be a business person first.</p> This is a great list! I compl…tag:recruitingblogs.com,2011-09-15:502551:Comment:14064002011-09-15T20:51:37.716ZHilary Boslethttps://recruitingblogs.com/profile/HilaryBoslet
This is a great list! I completely agree with every single one of your points and have myself argued the benefits of many of these... sometimes to blank stares and no avail. Companies MUST get on board, understand that this is what we're doing today, these are best practices and that it could all change in six months (but we'll be ready). I politely disagree with some other comments that all this costs money... not really! These are all "Work smarter, not harder" concepts. Think of this…
This is a great list! I completely agree with every single one of your points and have myself argued the benefits of many of these... sometimes to blank stares and no avail. Companies MUST get on board, understand that this is what we're doing today, these are best practices and that it could all change in six months (but we'll be ready). I politely disagree with some other comments that all this costs money... not really! These are all "Work smarter, not harder" concepts. Think of this concept: if the job description, or job ad, was written as a great marketing and branding piece, the recruiter/hm would, for the most part, receive the best candidates. This would save huge amounts of time and frustration for everyone, especially the recruiter. What is one perfectly written and perfectly placed job ad worth? I think Andy Headworth said i…tag:recruitingblogs.com,2011-09-14:502551:Comment:14014552011-09-14T16:01:57.648ZSandra McCartthttps://recruitingblogs.com/profile/SandraMcCartt
I think Andy Headworth said it best in response to that diatribe on ERE.<br />
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"how about we fix recruiting and talent management 1.0 and 2.0 before we move on to 3 and 4."
I think Andy Headworth said it best in response to that diatribe on ERE.<br />
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"how about we fix recruiting and talent management 1.0 and 2.0 before we move on to 3 and 4." If it were only this easy...w…tag:recruitingblogs.com,2011-09-14:502551:Comment:14018232011-09-14T15:49:25.104ZJosh Peekhttps://recruitingblogs.com/profile/Josh12
If it were only this easy...we could all only wish that a TA organization had this kind of budget and autonomy to implement even half of these fantastic ideas. Great post!
If it were only this easy...we could all only wish that a TA organization had this kind of budget and autonomy to implement even half of these fantastic ideas. Great post! What if you ran recruiting wi…tag:recruitingblogs.com,2011-09-14:502551:Comment:14017292011-09-14T15:28:43.564ZDan Ogdenhttps://recruitingblogs.com/profile/Dan154
What if you ran recruiting with a limited budget and no additional headcount?
What if you ran recruiting with a limited budget and no additional headcount? Thereis no question that what…tag:recruitingblogs.com,2011-09-14:502551:Comment:14018202011-09-14T15:25:53.358ZSandra McCartthttps://recruitingblogs.com/profile/SandraMcCartt
Thereis no question that what Chris would do would be the ultimate dream of anyone running a recruiting function. Unfortunately most companies see a recruiters dream as an expensive nightmare. If the company is large it's like turning a battleship on a dime. If it's a smaller group the cost of copywriters, Seo people, social media dedicated people and buying or starting a job board is of course prohibitive and or hard to justify.<br />
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Great dream.
Thereis no question that what Chris would do would be the ultimate dream of anyone running a recruiting function. Unfortunately most companies see a recruiters dream as an expensive nightmare. If the company is large it's like turning a battleship on a dime. If it's a smaller group the cost of copywriters, Seo people, social media dedicated people and buying or starting a job board is of course prohibitive and or hard to justify.<br />
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Great dream. Chris is right and is I belie…tag:recruitingblogs.com,2011-09-14:502551:Comment:14014372011-09-14T14:56:34.610ZJacob S. Madsenhttps://recruitingblogs.com/profile/JacobSMadsen
Chris is right and is I believe very much on the right track. This is not whether one method is better than the other but about utilising and embracing the numerous angles and methodologies that can be utilised. The best blueprint and inputs I have ever seen and standing out amongst the vast range of discussions is 'Recruitment 3.0' written by Matthew Jeffery, see <a href="http://www.ere.net/">www.ere.net</a> In here you have a direct and comprehensive recipe as to how companies could go about…
Chris is right and is I believe very much on the right track. This is not whether one method is better than the other but about utilising and embracing the numerous angles and methodologies that can be utilised. The best blueprint and inputs I have ever seen and standing out amongst the vast range of discussions is 'Recruitment 3.0' written by Matthew Jeffery, see <a href="http://www.ere.net/">www.ere.net</a> In here you have a direct and comprehensive recipe as to how companies could go about their recruitment. Bottom line here is that it needs to be veru closely integrated and part of the entire structure of the company. Read it and judge for yourself Dream with an executable real…tag:recruitingblogs.com,2011-09-14:502551:Comment:14017182011-09-14T14:54:49.010ZPaul Alfredhttps://recruitingblogs.com/profile/PaulAlfred
Dream with an executable realistic plan of action.
Dream with an executable realistic plan of action. Without Dreams, where would w…tag:recruitingblogs.com,2011-09-14:502551:Comment:14016372011-09-14T12:38:10.516ZChantelle Legghttps://recruitingblogs.com/profile/ChantelleLegg
Without Dreams, where would we be!
Without Dreams, where would we be! A man can dream, can't he?tag:recruitingblogs.com,2011-09-14:502551:Comment:14015222011-09-14T12:31:53.273ZChris Russellhttps://recruitingblogs.com/profile/careercloud
A man can dream, can't he?
A man can dream, can't he?