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I’d be interested in hearing if anyone recruiting in healthcare has experienced success with any Research Firms?

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…and i agree, many companies pay heady lip service to the war for talent and then appear to (for lack of a better saying) ‘run to canada’ when it comes time to fight…

however, i’ve seen many firms take this quite seriously, almost to a frightening (but personally inspirational) level…one great way to keep tabs on this is to follow the sales and activities of the specialty software firms selling apps for personality profiling to major corporations and asset managers. this includes some of the specialty ‘retained search vendors’ as well as several vendors of competitive intelligence software, personality profiling apps, social networking analysis software and related categories…

having spent some serious time on projects of this nature, i can only say that there is a difference of brobdingnagian proportions between ‘gathering a list of names’ and building a real profile on a company, team or any named individual…

another place to look for exemplary planning and progress in this regard is law enforcement and military organizations focused on monitoring and evaluating high risk groups and individuals…these folks are marrying personality profiling, traditional research, OSINT and social network analysis to effect a new high yield output beyond just ‘relationship mining’ – though most would be overkill for traditional corporate recruiting purposes

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uh, i don’t think so…what immediately comes to mind when i read a line like this is that little conundrum that all corps wrestle with…

on one side, you’ve got the ‘values statement’ – it says, ‘be ethical’…then you’ve got the ‘mission statement’ – and that says, ‘do whatever it takes’ (hey! that’s quotable!)

what you are advocating is a gray area of research, and it goes by MANY more names than you’re calling it, from asset and mark intelligence in certain communities to source, lead, name, candidate identification in others, to rusing, social engineering and aliasing in others…and it CAN become illegal (you should first consult an attorney who gets the telecom fraud act!!!)…

i’ve interviewed many firms in this regard, and have been troubled by these 2 consistent issues:

quality of work, specific to accuracy, ‘freshness’ and overall delivery (over promising such items as time and quality and so on)

lack of comprehension (for unusual knowledge, real research is required to understand what people do…to be specific (!) – traditional name gen shops work on titles, they work to org charts and formulaic corp structure..

…what they do not understand, imho, is how groups form on the basis of communication behavior, which requires at the very least an interpretation and analysis of network dynamics in a firm (and much more, just not going there)…as a result, you say, ‘give me 30 sales reps for X’ and maybe you’ll luck out, but if you say, ‘bring me the individuals responsible for designing and implementing new changes in commercial stored value banking solutions’ and you’ll find people who don’t see the clusters around marketing, sales, service, and about 50 other points of contact beyond the walls of named target organizations…

how can you tell when the ID shop doesn’t get it? usually i quiz somebody if it’s a very serious need, and i do NOT go to these types of name gen shops, i go instead to the folks who work in competitive intelligence and some areas of journalism (where the source IS the project, just as it might be with recruiting, but where the knowledge of corporate ‘things’ matters more than job title..)..or, as many of you know, i tend to do about 99 percent of it myself – and mostly because of those other issues described above…

my point? uh, kinda got away from myself…maybe ‘caveat emptor’ and ‘if you pay peanuts you get monkeys’ and ‘corporations should understand exactly what they are buying and from whom, and should think long and hard about developing this competency internally…

don’t get me wrong, some of these firms are great for straight-up shopping lists or more sophisticated projects…but sometimes they’re beaten out by information brokers and other list vendors…

just my million pesos…so you can feel free to flood me with hyper critical ticked comments if you should feel so inclined, if you will, if you must, if you shall ;)
-me

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Well put.

I agree that corporations should consider doing this in-house but the reality is that HR people would never allow them to do their work. I haven’t met more than a dozen corporate HR people in over 35 years of HR that appreciate the value of competitive intelligence. Most dismiss it out of hand as unethical, immoral, unprofessional etc. Managers on the other hand grasp it and accept it much more quickly.

Many HR people actually think that the best candidates can be easily found on Monster.ugly etc., so why the need to hire professional CI people to find ‘other’ people?

Incidentally, I have also found that when presented with a targeted list of candidates from CI professionals, that many corporate recruiters often won’t even contact them because the individuals on the list are too ?demanding’ (because these individuals are not actively seeking new jobs, they’re less likely to tolerate the poor customer service, the delays and the arrogance that is so common among corporate recruiters).

I don’t see corporations hiring true sorcerers/ CI professionals in house until the people in HR begin to look at competing for people as a competitive ?war’ between two competitors. Why do you think so few HR people are willing to even discuss ‘poaching’ people from competitor firms?

No David, most HR people are pacifists in the war for talent. And they’re not about to allow ?guns and violence? (CI and poaching) into their pristine insulated world.

Incidentally, David’s PassingNotes web site is a fantastic source for ’serious’ sourcers. I am a frequent visitor.

Regards

John

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