Proof of the Need for Process in Corporate Recruiting
Posted by Sean Rehder (Permalink) | 1 Comments | | Sunday, May 20, 2007


With all the talk about social networks and virtual networks, myspace.com and facebook.com, google and zoominfo...there still remains the dire need to "flip" leads into contacts in the world of corporate recruiting.

More importantly, to make this "flipping" part of your corporate recruiting department's process. Something that is defined... something where action is taken... something where it is measured... and something that is repeatable and "builds" rather than transactional. That's process.

LinkedIn.com just posted this recruiter position on David Manaster's ERE job board. This backs up my belief. I think LinkedIn is a fantastic tool (I have close to 2ooo connectons) and probably has the best "professional network" out there. That just goes to show you that you can have all the "connections" in the world but if you don't know how to "flip" them into contacts that your company is in communication with...they're absolutely meaningless. I'll be the first to say that the toughest job a recruiter has is to get calls returned. It also happens to be the most important piece of recruiting, too... in my opinion... because it shows the "true strength" of your network. The best recruiter on a team is not necessarily the one making the most calls... they're the one taking the most calls.

On Monday I'm a doing webinar with David Creelman for HR.com titled "Supercharged Recruiting." It will be in regards to implementing Contact Relationship Management (CRM) principles, practices, and models in today's corporate recruiting and talent management departments using the Salesforce.com platform. Not only does this model use process... it includes workflow automation, lead to contact process, metric reporting like you've never seen before, and an overall tie in to your business products or services. Its pretty cool.




Comments...

Some companies - usually public or gov agencies - are required to post jobs. I wonder if Linked-in has such a policy or why? The other reason I suppose Linked-in might look outside is to avoid the impression of favoritism. Recruiters of course are among *the* most active users of its site. By Rusty Weston, My Global Career at 10:25 AM, May 21, 2007