Comments on: Recruiting and Talent Management Trends for 2005 http://www.ere.net/2005/01/03/recruiting-and-talent-management-trends-for-2005/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Sun, 21 Mar 2010 08:02:27 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: Leslie Peck http://www.ere.net/2005/01/03/recruiting-and-talent-management-trends-for-2005/comment-page-1/#comment-629 Leslie Peck Mon, 03 Jan 2005 09:30:00 +0000 http://www.ere.net/2005/01/03/recruiting-and-talent-management-trends-for-2005/#comment-629 Unfortunately -One trend I don't see any evidence of abating is the trend in software development to quantity vs. quality. As long as there are large programs which demand many software developers to write code a workforce consisting of adequate programmers is acceptable. It isn?t that a top programmer isn?t more desirable it simply doesn?t matter. The software manager?s job and the job of the leads becomes easier when hiring higher skill levels but the product will be delivered on time and on budget as long as they have competent programmers to write code. Which is why so much business is going to India, China, and now Romania. On the plus side customers are still willing to pay major dollars to recruiters to find competent programmers. Unfortunately -One trend I don’t see any evidence of abating is the trend in software development to quantity vs. quality. As long as there are large programs which demand many software developers to write code a workforce consisting of adequate programmers is acceptable. It isn?t that a top programmer isn?t more desirable it simply doesn?t matter.
The software manager?s job and the job of the leads becomes easier when hiring higher skill levels but the product will be delivered on time and on budget as long as they have competent programmers to write code. Which is why so much business is going to India, China, and now Romania.
On the plus side customers are still willing to pay major dollars to recruiters to find competent programmers.

]]> By: Russ Moon,MBA http://www.ere.net/2005/01/03/recruiting-and-talent-management-trends-for-2005/comment-page-1/#comment-628 Russ Moon,MBA Mon, 03 Jan 2005 06:37:00 +0000 http://www.ere.net/2005/01/03/recruiting-and-talent-management-trends-for-2005/#comment-628 Dr. John, Thank you for having the courage to speak the truth. Social Networking - I believe strongly they can and do 'work'. Fortunately, I'm in an environment where these tools are valued. Having been down this road in 2004 already, I'll share that I'm finding candidates as I network in as great a magnitude as those that are referred by those in the network. This is why I say 'I believe' they work, vs 'they work'. If the trend continues the way it is going, the experiences I'm having are tilting strongly towards, 'they work'. They work for locating points of contact, referrals, candidates themselves etc. **** Big confession - only after a great deal of trial and error and reaching critical mass did the results I dreamed about become a possibility. It is a significant time investment. Two issues : 1. Time - many environments do not see the value of social networking - primarily because they have not implemented it correctly, therefore the staff is not encouraged and supported sufficiently to take the time to build the networks that deliver the results desired. Yes, social networking does not work if you don't have a viable network that is sufficient to deliver the desired results. If you take the time and effectively build the network, then you are 50% there. 2.Many recruiters do not have the skillset to network at the level the strategic environment requires, but that is a separate issue from whether the social networks work. I'm risking mental flaming here, but hear me out, I'm not saying recruiters in general can't network. Compared to most we are as a rule good networkers. There are however, many levels of mastery and many do not have the exceptional level of skill that the passive recruiting battlefield will require. Note I said 'many' not all. There are pockets of forward thinking recruiters out there who have quality networks that they are expert in utilizing to make 'A' hires. Selling - communicating with your candidate to determine what their unmet needs are to determine how your offering can meet those needs.....IMHO...falls under 'fit' and never went out of style. Point taken that due to a more plentiful abundance of job seekers that portion of the dialogue may have not been as emphasized as in the past. You are so right on this one. If you can't sell them, your level of selling skill will earn you the opportunity to search again. There won't be the margin for error there was in 2004, fewer candidates will only magnify the importance of this skill as the year progresses. Dr. John,

Thank you for having the courage to speak the truth.

Social Networking – I believe strongly they can and do ‘work’. Fortunately, I’m in an environment where these tools are valued. Having been down this road in 2004 already, I’ll share that I’m finding candidates as I network in as great a magnitude as those that are referred by those in the network. This is why I say ‘I believe’ they work, vs ‘they work’. If the trend continues the way it is going, the experiences I’m having are tilting strongly towards, ‘they work’. They work for locating points of contact, referrals, candidates themselves etc.

**** Big confession – only after a great deal of trial and error and reaching critical mass did the results I dreamed about become a possibility. It is a significant time investment.

Two issues :

1. Time – many environments do not see the value of social networking – primarily because they have not implemented it correctly, therefore the staff is not encouraged and supported sufficiently to take the time to build the networks that deliver the results desired. Yes, social networking does not work if you don’t have a viable network that is sufficient to deliver the desired results. If you take the time and effectively build the network, then you are 50% there.

2.Many recruiters do not have the skillset to network at the level the strategic environment requires, but that is a separate issue from whether the social networks work. I’m risking mental flaming here, but hear me out, I’m not saying recruiters in general can’t network. Compared to most we are as a rule good networkers. There are however, many levels of mastery and many do not have the exceptional level of skill that the passive recruiting battlefield will require. Note I said ‘many’ not all. There are pockets of forward thinking recruiters out there who have quality networks that they are expert in utilizing to make ‘A’ hires.

Selling – communicating with your candidate to determine what their unmet needs are to determine how your offering can meet those needs…..IMHO…falls under ‘fit’ and never went out of style. Point taken that due to a more plentiful abundance of job seekers that portion of the dialogue may have not been as emphasized as in the past. You are so right on this one. If you can’t sell them, your level of selling skill will earn you the opportunity to search again. There won’t be the margin for error there was in 2004, fewer candidates will only magnify the importance of this skill as the year progresses.

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