Some important points:

1) Recruitment/Sourcing is SALES! You cannot consider yourself or others as world-class without a strong understanding of the complete sales cycle, business acumen and/or negotiation skills. How much training goes into a product/service sales person before they are put in front of a customer? It is extremely rare to provide as much (if any!) training to Recruiters/Sourcers before they are put in front of customers (candidates).

2) As this article demonstrates, today’s corporate Recruiting world is being split into two very distinct categories: Identification and Account Management.

3) All 5 key success factors listed (Relationships, Market Knowledge, Technology, Value and Sales) are required for IDENTIFICATION. All aren’t necessarily required for ACCOUNT MGMT.

There are so many prospective candidates available to us today (Internet, Job Boards, Social Networks, Employee Referral Programs, etc.) that to assume a Recruiter can solely leverage and manage the power of all these resources as well as track req’s, schedule interviews and negotiate offers (not to mention training, assessment and negotiating), would be naive.

If you want to learn more about how a world-class company is implementing these ideas today, please contact me directly.

Glad to see the pendulum is continueing to swing towards reason.

Gerry Crispin blogged about 10 months ago on the trend towards the demand for sourcing that was causing astute corporations to no longer view the Sourcer role as merely a junior developmental position.

In time as a reflection of that awakening you will see wages for the top tier Sourcers eclipse their recruiting counterparts. You cannot recruit what you can’t find.

Several direct hits that are unassailable.
Thank you for continueing to dig,dig,dig for what works and makes sense.