Comments on: The Future Of Recruiting, Part 1 http://www.ere.net/2004/04/26/the-future-of-recruiting-part-1/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 00:16:44 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: The Future of Recruiting? Predictions from 2004 vs. Realities of 2011 | The Whiteboard http://www.ere.net/2004/04/26/the-future-of-recruiting-part-1/comment-page-1/#comment-42936 The Future of Recruiting? Predictions from 2004 vs. Realities of 2011 | The Whiteboard Thu, 03 Feb 2011 21:56:48 +0000 http://www.ere.net/2004/04/26/the-future-of-recruiting-part-1/#comment-42936 [...] The Future of Recruiting Part 1 [...] [...] The Future of Recruiting Part 1 [...]

]]> By: Stephan St. Louis http://www.ere.net/2004/04/26/the-future-of-recruiting-part-1/comment-page-1/#comment-407 Stephan St. Louis Thu, 29 Apr 2004 06:45:00 +0000 http://www.ere.net/2004/04/26/the-future-of-recruiting-part-1/#comment-407 I don?t think that the technology innovations discussed are that futuristic. Managers are getting trained in innovative searching methods on the Internet and now have available to them very efficient ways of recruiting, interviewing and closing candidates on a particular position. Managers have other duties to assume, so they do use recruiters. However, for those who work for third party agencies, you will notice an increase in corporate vendor lists with very limited numbers. I agree with those people who believe that companies who think they can milk Old School thinking for all they can will miss the boat. This industry sector, as any other, is changing its processes as technologies and regional considerations evolve. We need to be alert, analytical and forward thinking to address the challenges ahead. Just my 2 cents?<BR><BR>You can read the original article at: <BR>http://www.erexchange.com/a/d.asp?cid=AC90AB2C425E41B3A847602F99C4FDD3 <BR><BR>Post your own Article Review<BR>http://www.erexchange.com/p/g.asp?d=M&cid=AC90AB2C425E41B3A847602F99C4FDD3 <BR> I don?t think that the technology innovations discussed are that futuristic. Managers are getting trained in innovative searching methods on the Internet and now have available to them very efficient ways of recruiting, interviewing and closing candidates on a particular position. Managers have other duties to assume, so they do use recruiters. However, for those who work for third party agencies, you will notice an increase in corporate vendor lists with very limited numbers.

I agree with those people who believe that companies who think they can milk Old School thinking for all they can will miss the boat. This industry sector, as any other, is changing its processes as technologies and regional considerations evolve. We need to be alert, analytical and forward thinking to address the challenges ahead. Just my 2 cents?

You can read the original article at:
http://www.erexchange.com/a/d.asp?cid=AC90AB2C425E41B3A847602F99C4FDD3

Post your own Article Review
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]]> By: Sue Tovey http://www.ere.net/2004/04/26/the-future-of-recruiting-part-1/comment-page-1/#comment-405 Sue Tovey Wed, 28 Apr 2004 11:20:00 +0000 http://www.ere.net/2004/04/26/the-future-of-recruiting-part-1/#comment-405 Excellent thought provoking article. The avenues explored were definitely futuristic in part, not to say that implementation of said types of technology are not in place at this time. However, I shall never cease to marvel at the concepts of the technology systems expert who endeavors to take many 'hands on concepts' and put them in the arms of mechanistic world of the SW systems and in turn promote this as the 'slam dunk' method for future success. Ideologically, this is marvelous and we can all bask in the brave new world concept of handling the human commodity. But, there will never be a method or concept that can reach beyong the relationship building avenue to procurement, there by empowering people to perceive of their individual value in the eyes of other professionals in their field of endeavor. There is no system that serves beyong the expedicious, because it can never be a sustitute for a 'personal referral' or hands on experience with the individual or individuals involved. Technology is a tool and a fine one. But it can never take the place of the 'human aspect' of recruiting or the knowledge of the experienced recruiter who is a student of human nature, as well as an expert in his or her field of endeavor.<BR><BR>You can read the original article at: <BR>http://www.erexchange.com/a/d.asp?cid=AC90AB2C425E41B3A847602F99C4FDD3 <BR><BR>Post your own Article Review<BR>http://www.erexchange.com/p/g.asp?d=M&cid=AC90AB2C425E41B3A847602F99C4FDD3 <BR> Excellent thought provoking article. The avenues explored were definitely futuristic in part, not to say that implementation of said types of technology are not in place at this time.

However, I shall never cease to marvel at the concepts of the technology systems expert who endeavors to take many ‘hands on concepts’ and put them in the arms of mechanistic world of the SW systems and in turn promote this as the ‘slam dunk’ method for future success. Ideologically, this is marvelous and we can all bask in the brave new world concept of handling the human commodity.

But, there will never be a method or concept that can reach beyong the relationship building avenue to procurement, there by empowering people to perceive of their individual value in the eyes of other professionals in their field of endeavor. There is no system that serves beyong the expedicious, because it can never be a sustitute for a ‘personal referral’ or hands on experience
with the individual or individuals involved.

Technology is a tool and a fine one. But it can never take the place of the ‘human aspect’ of recruiting or the knowledge of the experienced recruiter who is a student of human nature, as well as an expert in his or her field of endeavor.

You can read the original article at:
http://www.erexchange.com/a/d.asp?cid=AC90AB2C425E41B3A847602F99C4FDD3

Post your own Article Review
http://www.erexchange.com/p/g.asp?d=M&cid=AC90AB2C425E41B3A847602F99C4FDD3

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