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Sunday, May 20, 2007
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Proof of the Need for Process in Corporate Recruiting
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Posted by Sean Rehder (Permalink) |
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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.
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The Changing HR Profession
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Posted by Sean Rehder (Permalink) |
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"In the old days, companies had delivery boys who scooted around with packages," explains David Creelman, chief executive of Creelman Research, a Toronto-based HR consulting firm. "Today all those jobs have disappeared because of Federal Express. We're rapidly approaching the point where HR will be like that, where companies will use outside vendors for all but the strategic level of tasks."
Read more.
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Wednesday, May 02, 2007
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Russell Glass
Ryan Money
Dan Hilbert
Jeff Hunter
Gerry Crispin
Richard Florida