Comments on: A Case Study of Google Recruiting, Part 2 http://www.ere.net/2005/12/12/a-case-study-of-google-recruiting-part-2/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Sat, 21 Nov 2009 23:35:23 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Kent Peasley http://www.ere.net/2005/12/12/a-case-study-of-google-recruiting-part-2/comment-page-1/#comment-1379 Kent Peasley Tue, 27 Dec 2005 06:30:00 +0000 http://www.ere.net/2005/12/12/a-case-study-of-google-recruiting-part-2/#comment-1379 No metrics, no recruiting strategy, no international recruiting effort to date, and a slow cumbersome aproval process. Wow that is one impressive recruiting machine. No metrics, no recruiting strategy, no international recruiting effort to date, and a slow cumbersome aproval process. Wow that is one impressive recruiting machine.

]]> By: Mark Walsh http://www.ere.net/2005/12/12/a-case-study-of-google-recruiting-part-2/comment-page-1/#comment-1330 Mark Walsh Mon, 12 Dec 2005 06:28:00 +0000 http://www.ere.net/2005/12/12/a-case-study-of-google-recruiting-part-2/#comment-1330 Geez, I love articles like this - they remind me how fun it used to be recruiting java developers back in the 90s when you gave away a Porsche with every hire. How I'd love to be recruiting for a company with unlimited recruiting budgets, impressive benefits and an exponential growth curve funded buy a huge IPO. Unfortunately, 99% of the recruiters out there are never exposed to this type of situation. It's dreamland. The reality is that most of us work in under-funded recruiting organizations with tight budgets, very limited resources, fixed benefits, low salary bands (often below market), etc. Anyone can lure people with big salaries, stock options and out-of-this-world benefit packages. The rest of us have to find good qualified people without funds to relocate them and salaries that are 75% of what they could be making elsewhere. The challenge for us is to sell the company and create a desire for them to want to be here. That is real recruiting. Geez, I love articles like this – they remind me how fun it used to be recruiting java developers back in the 90s when you gave away a Porsche with every hire.

How I’d love to be recruiting for a company with unlimited recruiting budgets, impressive benefits and an exponential growth curve funded buy a huge IPO. Unfortunately, 99% of the recruiters out there are never exposed to this type of situation. It’s dreamland.

The reality is that most of us work in under-funded recruiting organizations with tight budgets, very limited resources, fixed benefits, low salary bands (often below market), etc.

Anyone can lure people with big salaries, stock options and out-of-this-world benefit packages. The rest of us have to find good qualified people without funds to relocate them and salaries that are 75% of what they could be making elsewhere. The challenge for us is to sell the company and create a desire for them to want to be here. That is real recruiting.

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