Comments - News from #InTalent: Has LinkedIn Handed Recruiters a Branding Pandora's Box? - RecruitingBlogs2024-03-29T14:57:32Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1759899&xn_auth=noThanks, Crystal and Matt: .
F…tag:recruitingblogs.com,2013-10-21:502551:Comment:17604962013-10-21T18:33:00.906ZKeith D. Halperinhttps://recruitingblogs.com/profile/KeithDHalperin
<p>Thanks, Crystal and Matt: .</p>
<p>From Wikipedia, the free encyclopedia</p>
<h1>Marketing- Marketing is the process of creating, communicating and delivering value to <a href="http://en.wikipedia.org/wiki/Customers" title="Customers">customers</a>.</h1>
<p>.............................................</p>
<p>I do not do this- I quickly and affordably put quality butts in chairs. I do not care what someone thinks or feels about the company- I only care if they can do- and are open for- the…</p>
<p>Thanks, Crystal and Matt: .</p>
<p>From Wikipedia, the free encyclopedia</p>
<h1>Marketing- Marketing is the process of creating, communicating and delivering value to <a title="Customers" href="http://en.wikipedia.org/wiki/Customers">customers</a>.</h1>
<p>.............................................</p>
<p>I do not do this- I quickly and affordably put quality butts in chairs. I do not care what someone thinks or feels about the company- I only care if they can do- and are open for- the job I have to offer them. If they can do the job but aren't able to do the job now, or aren't interested in the job, I ask them who they know who is interested and able to do the job. I have no desire to build a long-term relationship with someone can't serve my short-term recruiting needs. I (and many of my colleagues) live in an "I'll be gone, you'll be gone- let's do the deal world", re having recruited for over 200 different types of positions over the years. If an organization has the bandwidth, money, resources, and will to devote time to creating a strategic pipeline many months in or years in advance to smooth out hiring fluctuations and behave more strategically and less reactively, I actually think THIS IS A VERY GOOD AND SENSIBLE IDEA. However:</p>
<p>1) Most companies don't have the bandwidth, money, other resources, or will to do this, and </p>
<p>2) Don't expect the same people who have to fill jobs NOW also be responsible for creating, filling, and maintaining a long-term pipeline. I would LOVE to have a recruiting job where I'm paid to reach out to form relationships with people who may or may not be interested in a job with us for 3, 6, 12, or more months, but it hasn't happened yet. </p>
<p> </p>
<p>Fundamentally, I believe what you've described is good in an ideal recruiting world of unlimited resources, buy-ins, and timeframes, but I (and the great majority of my fellow recruiters) don't work in a world like that.</p>
<p> </p>
<p>Cheers,</p>
<p>Keith <a href="mailto:keithsrj@sbcglobal.net">keithsrj@sbcglobal.net</a></p>
<p> </p>
My two cents.tag:recruitingblogs.com,2013-10-21:502551:Comment:17604472013-10-21T14:08:38.723ZMatt Charneyhttps://recruitingblogs.com/profile/MattCharney
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1442335258?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1442335258?profile=original" width="618" class="align-full"/></a></p>
<p></p>
<p>My two cents.</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1442335258?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1442335258?profile=original" width="618" class="align-full"/></a></p>
<p></p>
<p>My two cents.</p> Keith respectfully, if you ar…tag:recruitingblogs.com,2013-10-20:502551:Comment:17604152013-10-20T20:30:32.294ZCrystal Millerhttps://recruitingblogs.com/profile/CrystalMiller
<p>Keith respectfully, if you are a recruiter, you <em>are</em> marketing. If you're doing your best not to, then you're not fully doing the job you've been tasked to do (again, if you are a recruiter) or I'd submit you don't quite understand the function of marketing. </p>
<p>Marketing is not putting up pretense or smokescreen, or at least, it is not supposed to be. There is no reason that you have to "put on a show" that is disingenuous from your company's reality. "Marketing" is…</p>
<p>Keith respectfully, if you are a recruiter, you <em>are</em> marketing. If you're doing your best not to, then you're not fully doing the job you've been tasked to do (again, if you are a recruiter) or I'd submit you don't quite understand the function of marketing. </p>
<p>Marketing is not putting up pretense or smokescreen, or at least, it is not supposed to be. There is no reason that you have to "put on a show" that is disingenuous from your company's reality. "Marketing" is the <span>process of creating, communicating and delivering value to customers. Branding is the process of creating the communication around the value the organization can deliver to employees. Recruiting communicates and helps deliver that message to candidates that HR and the Business delivers upon once a candidate becomes an employee. </span></p>
<p></p>
<p><span>If you're not marketing, you're not doing it right. </span></p>
<p></p>
<p><span>Cheers, <br/>Crystal </span></p> Thanks, Crystal. With respect…tag:recruitingblogs.com,2013-10-18:502551:Comment:17598572013-10-18T16:57:01.120ZKeith D. Halperinhttps://recruitingblogs.com/profile/KeithDHalperin
<p>Thanks, Crystal. With respect: I do my very best to NOT do marketing: I'm here to affordably put quality butts in chairs NOW. I'll gladly use whatever materials Marketing can provide to help me with that task, but I don't care about the company's employment brand, except in so far as it affects my ability to get the people my managers need. IMHO, much of the money spent on employment branding would be much better spent by asking recruiters, sourcers, etc. what tools and resources we need to…</p>
<p>Thanks, Crystal. With respect: I do my very best to NOT do marketing: I'm here to affordably put quality butts in chairs NOW. I'll gladly use whatever materials Marketing can provide to help me with that task, but I don't care about the company's employment brand, except in so far as it affects my ability to get the people my managers need. IMHO, much of the money spent on employment branding would be much better spent by asking recruiters, sourcers, etc. what tools and resources we need to fill our current openings, and proceed accordingly.</p>
<p>Finally, though in the real world appearances and showmanship often trump reality, effort would probably be better toward BEING a better place to work than PRETENDING and MARKETING yourself as one.</p>
<p> </p>
<p>Cheers,</p>
<p> </p>
<p>Keith</p>