Replies to This Discussion

Permalink Reply by Peter Ceccarelli on June 30, 2009 at 5:47pm

I propose that they just got lucky. And typically turn-over in most industries is 15% to 20% annually, so his expectations of 10% is probably fine for now as they self manage their searches, but in the long run I don't really believe most business who expect growth can sustain his talent search business model.

Recruiters bring far more to the table than just finding the right body to match the role. We also provide keen insights and expertise that the "engineer" just hasn't developed over the long run, because they are busy doing the job for which they have developed their special skill.

Most small up-start companies can attract talent their first few years without the expertise of a paid recruiter (in-house or 3rd party), but over time as the business grows and develops, they just can't keep up and if they try to, they make BAD hires and in the long run, the cost of turn over, etc., the $100K they could have paid the recruiter to source the RIGHT people would look like chump change!

Good luck!

• ▶ Reply

Permalink Reply by Thomas Patrick Chuna on June 30, 2009 at 7:18pm

Excellent point, Sandra.

I'm wondering how much of the free yet uber - qualified talent will remain when they realize that their leadership is more concerned about pinching pennies and surfing linkedIn than gaining and retaining customers and market share.

Everyone has a role in this world.. theirs is to serve their market, and grow their company..mine is to relentlessly source qualified talent, and not all of that talent is easy to find.. or eager to be found..As the Rock ( of WWE fame ) once said, "know your role, and shut your hole"..

• ▶ Reply

Permalink Reply by Thomas Patrick Chuna on June 30, 2009 at 10:07pm

I am honored to have made your day, ladies. Plagarize away.

• ▶ Reply

▶ Reply to Discussion