Scant attention is being paid to the root cause of resume overflow and bad candidate experience. Poorly written job ads. We need copywriters to both reduce the flow of errant resumes and improve the candidate’s experience.
I don’t think much of best practices and big generalizations about our profession. Recruiting practices that work famously at Google are recipes for disaster in a factory near Macon, Ga. What works as personality assessment in Minneapolis is downright dumb in Baton Rouge.
Recruiting, as currently practiced, is a defensive and reactive process full of promotional techniques. Placing an ad on a job board, hiring a staffing or search firm, and, filling a requirement after it is identified are all reactive behaviors executed in defense of a set of circumstances that happen out of the control of the recruiter. The problem with promotion as a development tool is that it makes people want to run away.
Thought For The Day: “Hire slowly. Fire quickly” – Zappos McKinsey: What Matters: Organization From well outside of the bounds of conventional HR comes this McKinsey package of articles about Talent Futures. They were, you’ll remember, the source of the original “War for Talent” meme. Of particular note: The new talent imperative and Netting young employees. Portrait […]
Social Networking Software: Hunting, Gathering, Farming, Manufacturing, Interacting (Feb 27, 2009) You can predict the evolution. Just like the rest of civilization, access to and relationships with the members of the millions of social networks will evolve along traditional lines: Hunting, Gathering, Farming, Manufacturing, Interacting. That’s how the web grew up; that’s how the human […]
Social Networking Software: Consolidate and Fragment (Feb 26, 2009) By now, you’re familiar with the fact that Facebook is growing at 1 kazillion percent per month; that MySpace is plateauing and that LinkedIn is struggling to feel like a community.. It’s easy to lose site of the nearly 1 million small social networks* on Ning […]
Entice Labs (Jan 30, 2009) This week, I had the good fortune to spend time with a number of CEOs in the Human Capital Industry. Deb McGrath, who runs HR.com, hosted a simultaneous event for the community that invests in the Human Capital Marketplace. More about the conference tomorrow. I spent about an hour with […]
As budgets tighten, companies are beginning to wrestle with standard cost-effectiveness questions. Advertising and advertising-like functions are one of the first places that budget shaving takes root. Since much of Recruiting and Talent acquisition uses an advertising business model (upfront expense, limited quantification of returns), the cost cutter’s eyes are inevitably drawn towards expenses in […]
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