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“Dammit Jim… I’m a recruiter, not a doctor!” Well, that never stopped me from drawing medical analogies into the world of recruiting. This week’s thread was an attempt at making a point by using familiar terms to give them perspective. Starting the week was an article on plastic surgery to change the name of recruiting to something else… a phenomenon I have seen with no substantive difference in the function. Reorganization by splitting the function is addressed by stressing that bits and pieces cannot be left behind. Exploring the need for knowing the temperature of the environment as well as automated do-it-yourself tools to help out. Doing a triage of the candidates to be handled means adding value as a recruiter. If these analogies are a little stretched to be believable, at least the underlying points are valid. As usual, these are published to continue the online dialog about problems and comments are welcome here or on any social media platform.
Image credit: rtimages / 123RF Stock Photo
July 8 - Plastic Surgery for Recruiting Does Not Make It Better- It is an understatement to repeat the ongoing story line that there are drastic changes happening to the concept of recruitment. Anyone associated with the employment side of business knows that there are revolutionary new ideas being applied to the process. It is probably time to rename “recruiting†as “talent acquisition†or something more descriptive because the concept of recruiting can conjure up a much more shallow definition of the actual process. – more –
July 9 – Separation Surgery for Recruiting Calls For Study before Scalpel – A few months ago I watched the story on NBC News of a brilliant team of surgeons in Peru separating conjoined twins. Operations of this type can result in losing the life of one or both of the twins when there are shared organs involved. This operation was successful because they were able to actually split their shared liver and both survived. If we consider a living business process like talent acquisition to be composed of many conjoined functions, it is surprisingly analogous that there may be some shared services that can place the separated parties at risk if the proper care is not taken. – more –
July 10 – Taking the Pulse of the Market is the Recruiting Start Point – We all know that the economy has been turbulent over the last few years. It has touched many people personally. Listening to the market and watching the data is a major element in planning recruitment. March 2013 was a benchmark in time when government cutbacks impacted the reporting of mass layoffs by the Bureau of Labor and Statistics. Eliminating the Mass Layoff Statistics program that provides information that identifies, describes, and tracks the effects of major job cutbacks in the economy is a loss. – more –
July 11 - Taking the Pulse of the Market with a DIY Recruiter News Page – Yesterday I mentioned that having a finger on the pulse of the economy can make sourcing and marketing your message easier to the hundreds of candidates looking for jobs. Many sourcers already know about the power of creating a personal search engine on Google, but one of the least known secrets to everybody else is that you can automate news gathering as well. By building your own news feed you can noodle around with the search criteria to target the areas you want. – more –
July 12 - Survival of the Fittest by Recruiter Triage - In the minds of recruiters, there is no such thing as an average recruiter. I can safely say this without surveying the herd of opinionated, self assured, confident, and sometimes arrogant people we meet in this business because it is not just an opinion held by the members of this profession. Research shows that the tendency to overestimate personal worth is a pretty common theme. People that are asked to place themselves on a normal distribution curve on just about any topic tend is to overestimate their capabilities relative to the “norm.†– more –