…recruiters need to ask themselves: “What do you offer your clients that they can’t do themselves?”
… as a minimum:
* be a rapid provider of high quality candidates;
* be able to fill hard-to-fill positions; and
* provide access to inaccessible candidates.
Read the full article from Recruiter Daily (sign up whilst you’re there too)
I came across Ning a few days back. Unlike the usual thoughtless tests I usually run on the many services and tools I stomp into online these days, for this one I stopped and wondered: what if we’re able to get a few people connected and finding common ground on how to take the recruitment practice forward, in line with the thoughts at LatinOcean? What if?
And then I let it go, because you know, I think: shivers! what other things do I need to do before I indulge in a community building exercise? come one man! back to the real world! ….
And then Maria from T2 comes knocking, and she wants to join in; and she doesn’t know that she’s the first recruiter to want in….
And then I let go again, because you – like me – may be able to kick off a community online, but that does not mean that its destiny is in your hands.
Welcome to Aussie Recruiters; this is your patch.
Fire half your salesforce. Then, give the remainder, the top people, a big raise, and use the money left over to steal the best salespeole you can find from other industries or even from your competition. You’ll end up with fewer salespeople. But all of them will be great.
Mum brought me up on phrases and sayings destined to shape my behavior. I can tell you, repetition and reinforcement worked like a charm for her. That’s how I still remember that if you bite your nails you’ re gonna go crazy and if you don’t wash your teeth at night, spiders will come and eat the leftovers in my mouth.
A less traumatic brainwashing pill from her was ‘what you can do today, don’t leave for tomorrow’. I recalled that as I left a note to the CEO of a national industry body yesterday at around midnight, after resisting the idea of leaving it until the next day, possibly after a quick final review when i was fresh.
Today I found a response from her. it was time-stamped 4am as she checked mail before going to the airport. She’s already triggered some actions that may end in very exciting writing and speaking assignments for LatinOcean. If I had left it for 9am I would have missed and lost her attention, at least until later (you ever checked emails on the berry and do nothing ’til you can think again?)
So, send that email, make that call, say hi to that contact now. And watch out for those spiders. Happy Friday!
When I check out a new online tool or service from outside the region which can be used to identify and engage talent, I almost always have to stop myself and think about its applicability to Australasia. There might be some showstoppers, be it the content only covering countries other than Aus/NZ, or specific laws which may not be applicable locally, etc.
I was thinking something along those lines when I kept reading at all the buzz and advertising surrounding zoominfo in the industry’s online portals, which i had reported on a few days back. Not surprisingly, the business is US focused, which means that’s where the mass of data is relevant to. Interestingly though, zoominfo via its sales manager Eric Osborne was kind enough to send a factsheet indicating the volumes of what I would call regional relevant data.
It is a snapshot but they are happy to provide a break down of other countries by request. Also, get a load of the UK data, which is the region to where some of you look as well to source talent. Maybe it’s worth the try
(disclosure, i am not being paid or otherwise rewarded to post this entry or attached the information included there in from zoominfo or anyone else)
I am quite skeptical about industry conferences and the return on your investment of time and dollars. I would not be surprised if people find it a important component of their own networking activities, or if they can get a few gems from the presenters, who at least in theory an expert on subject matters.
Personally though, on the very few ocassions that I have been lured, I ended up with the feeling that I just got sold “stuff”, that i did not manage to talk to all the people I should have, or that I was on the main passively listening as opposed to contributing beyond question time. Obviously, it’s the absolute pits if you got nothing new to take in or if the presentations are amateurish/dumb.
I briefly heard about the Talent Unconference a few weeks back, maybe last year, and I thought this is just another grab line from the yanks who want to sell something to someone. I got to read more about it in the aftermath, and it seems that philosophically and in practical terms it was more an organized chaos or brainstorming sessions loosely threaded by a drive to treat the topic of Talent in a strategic, innovative, two-way-teach-and-learn long-term way.
Maybe I am biased because i am exposed to the work of some of the more well known attendees in the list, so I speculate that the discussions were rich and substantial, although not without their share self-criticism, reflection and name calling on what went not so great. which is different
Though it seemed to have been a great intellectual exercise, to me the jury is still out in terms of what i would the event’s practical, longer term benefits are, namely
- How is the knowledge disseminated and get input to the non-attendees, ie you and me (maybe the organiser or team leaders to get something out?)
- How does these ideas get built up on for subsequent activities (new businesses being formed, or the next event), etc.
I’ll keep and eye out; you can check for yourselves too.
I got a report on a broken link for the blog. It was one to the simply hired blog. Hours earlier, I had been belatedly reading Jeff Hunter’s pre-announcement that something was cooking and later on that he was going to start blogging for SH. It seems to me though that he will do more than that: based on what you can read at Talentism he might end up influencing the direction of the company’s product/service… well that’s just the baseless speculation done by a fan from afar. Others with respectable opinions appear to want to follow him too.
There isn’t much yet on the new areas; the new blog(s) – hence the broken link – is(are) split for job seekers and hirers, or combined, in case you are hiring and wanting to make a move, which is not unusual at all – is it?
Update: Jeff kindly followed up on a comment I left in the new SH blog. it might be of interest to you to participate in the conversation or follow the thread
