Comments on: Let’s Put an End to Our Inferiority Complex http://www.ere.net/2006/06/28/lets-put-an-end-to-our-inferiority-complex/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 01:03:49 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Ed Lawrence http://www.ere.net/2006/06/28/lets-put-an-end-to-our-inferiority-complex/comment-page-1/#comment-1755 Ed Lawrence Wed, 28 Jun 2006 07:11:00 +0000 http://www.ere.net/2006/06/28/lets-put-an-end-to-our-inferiority-complex/#comment-1755 Good opinionated treatment of a sensitive subject. It is, however, impractical to expect those of us who are otherwise bright and shining examples of corporate recruitment success to showcase those successes when the HR and C-level leadership in the same organization is telling the world that their recruiting is 'broken.' It is ironic and unfortunate that for the first time in half a century we have the technology and the Body of Knowledge to produce meaningful real-world recruiting metrics and best-practice maps and they must be subjected to the mis-interpretation and value-assignment of misguided leaders. It is extremely difficult for us recruiters who are doing extraordinary things on the firing line day-in and day-out not to buy into our leaders' 'broken' cry and of course at that point it becomes a self-fulfilling prophecy. As a corporate recruiter I know my value to the company?s bottom line and I do not feel inferior at all. What I do feel is that each day I must leap higher than the day before because I am 'under siege' by loose personal opinions and unrealistic expectations in a recruiting world gone mad. Good opinionated treatment of a sensitive subject. It is, however, impractical to expect those of us who are otherwise bright and shining examples of corporate recruitment success to showcase those successes when the HR and C-level leadership in the same organization is telling the world that their recruiting is ‘broken.’ It is ironic and unfortunate that for the first time in half a century we have the technology and the Body of Knowledge to produce meaningful real-world recruiting metrics and best-practice maps and they must be subjected to the mis-interpretation and value-assignment of misguided leaders. It is extremely difficult for us recruiters who are doing extraordinary things on the firing line day-in and day-out not to buy into our leaders’ ‘broken’ cry and of course at that point it becomes a self-fulfilling prophecy.

As a corporate recruiter I know my value to the company?s bottom line and I do not feel inferior at all. What I do feel is that each day I must leap higher than the day before because I am ‘under siege’ by loose personal opinions and unrealistic expectations in a recruiting world gone mad.

]]> By: Kyle Sanford http://www.ere.net/2006/06/28/lets-put-an-end-to-our-inferiority-complex/comment-page-1/#comment-1754 Kyle Sanford Wed, 28 Jun 2006 05:31:00 +0000 http://www.ere.net/2006/06/28/lets-put-an-end-to-our-inferiority-complex/#comment-1754 Jeremy makes a wonderful point for us all to share our wins with others promoting noteworthy solutions. If we demand from candidates we represent to showcase how they solve business problems with creativity, technology, etc. within their resumes or interviews, we MUST do the same. Those who are truly serious about being the best in our profession must challenge others to share winning success stories, learn from them, duplicate or improve upon those solutions and re-tell the story. We should further realize we are asked to solve complex, ever changing and never ending business needs with the best talent available. Consistent demonstration of successful talent acquisition will eventually result in solving business problems your candidates were hired to fix. If you track their success, you will validate your value, change perceptions of recruiting in yourself and those around you. Becoming more efficient, accurate, cost-effective and achieving compliance, or managing your metrics, simply increases your overall value. When you lose focus, your perception of your value is lost. Stay on track! Jeremy makes a wonderful point for us all to share our wins with others promoting noteworthy solutions.

If we demand from candidates we represent to showcase how they solve business problems with creativity, technology, etc. within their resumes or interviews, we MUST do the same. Those who are truly serious about being the best in our profession must challenge others to share winning success stories, learn from them, duplicate or improve upon those solutions and re-tell the story.

We should further realize we are asked to solve complex, ever changing and never ending business needs with the best talent available. Consistent demonstration of successful talent acquisition will eventually result in solving business problems your candidates were hired to fix. If you track their success, you will validate your value, change perceptions of recruiting in yourself and those around you. Becoming more efficient, accurate, cost-effective and achieving compliance, or managing your metrics, simply increases your overall value. When you lose focus, your perception of your value is lost.

Stay on track!

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