I stumbled upon this article during my research and i must admit that all the 12 next practices are relevant even today.

In terms of impact India is racing against time to compete in a global economy and the vital ingredient powering organizations are talent and entrepreneurial enterprise.

The MGM Employer Branding , Valero’s / Googles colleage recruitment initiatives ,Booz Allens boomerang and Dell’s tracking of successful hires after 12 months are exemplary standouts.

It would be nice if you took time to study and recommend a suitable 10 next practices specific to a indian context. No where else in the world have a set of two dozen companies grown from 1000, 2000 to 75,000 to 1,00,000 people companies all in a span of 5 short years. And there is more to come?

I wonder where is he now? Last I heard he was Consulting (not selling) in real estate. How appropriate.

Maybe indeed there is something to the point of ethics indeed do pay in business. Whaddya think?

I often wonder if the recruiting industry is like the legal industry, financial industry, or mortgage industry if they had no regulations.. It makes one wonder.

Karen..

Google’s machine is not its recruiting practice but it’s PR practice. You have to acknowledge the force.

Meanwhile, companies such as a subdiary to Amazon are setting a pace without acknowledgement. A2Z Development Center.

Check it.

I have zip affiliation but admire A2Z’s simplicity and some sense of understanding as to a 50/50 relationship with the candidate, i.e., ‘Don’t waste my time.’

Honest to pete.

‘This is a case study profiling the benchmark best practices and strategies at FirstMerit Bank. After a six-month study, I have found it to be the best and most aggressive recruiting function anywhere in the world.?

A pretty bold statement to make at any time as the world is actually quite a big place and to know all the companies and how they recruit in this world is some feat. It did set the tone for the article however.

The article itself caused major controversy not just on ERE but on many other recruiting websites. It really fuelled the big ethics debate in recruitment today, or rather lack of ethics, and it still goes on in some quarters.

Despite much criticism, the Author stubbornly defended the aggressive practices that the article promoted.

Here we are a little over a year later with an article by the same Author telling us the 12 best recruiting practices to copy and guess what? Not even a mention of the best and most aggressive recruiting function of only 12 months ago to be seen. In fact not even the mention of the word aggressive. (Maybe things are looking up.)

So what happened then?

How did the best of last year not even get a mention on the 12 best of this year?
Surely if they were really that good, they would still be up there wouldn?t they and if not why not?

Have they stopped using their ?best in the world? practices or were they never really the ?best in the world? after all? I seem to recall a number of awards being made in recognition of their activity.

Some of us were more vocal than others at the time and as a result received some stiff criticism in return. I do not wish to dig it all up again as some things are certainly better left buried where they belong. I?m also not passing comment on the content of this current article but surely it does beg the question; Was last year?s article on FirstMerit somewhat misplaced? Maybe those of that dared to question the dodgy tactics being promoted at the time were right to do so after all.

I would guess that not many, if indeed any, companies emulated the activities promoted in that article back in the summer of last year so is there a change of attitude from the Author or just a change of client base?

Recruiting is metamorphising in to a profession and functional department in itself. It is high time we change the word ‘recruiters’ to Talent Management Professionals. The word triggers different forces. It is high time we update our MBA programs with new function Talent Management along with Marketing Management, Financial Management, operations management etc.

Probably, by giving its due respect, Talent Management profession would get that much required context to compound to a body of knowledge.

Services sector is growingly becoming the source of employment of the present and future generations.Services sector builds itself on Talented professionals who deliver the those services.

After all documenting and reinterpreting the best practices by Dr. Sullivan is a similar exercise to what henry fayol or Maslow or Taylor have done dedades ago.

Talent Management is a new age business practice.It needs a differnt kind of status.