Comments on: How to Adjust Hiring Standards to Increase Your Applicant Pool http://www.ere.net/2007/05/30/how-to-adjust-hiring-standards-to-increase-your-applicant-pool/ 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: Brenda Conley http://www.ere.net/2007/05/30/how-to-adjust-hiring-standards-to-increase-your-applicant-pool/comment-page-1/#comment-2817 Brenda Conley Fri, 01 Jun 2007 03:59:00 +0000 http://www.ere.net/2007/05/30/how-to-adjust-hiring-standards-to-increase-your-applicant-pool/#comment-2817 The article regarding 'why hire at all'.....gave me hope. I am an ex- corporate junkie. I lived for the corporate lifestyle. Well, needless to say, I became burned-out. I took an enhanced severance package after 22 years and never looked back in regret. It was tough for a while (starting a business)and six years later (on my second attempt, I would like to think that I am smarter, more open to assistance and patient. I am a 'hopeful' 1099. This, in my opinion, is the only way for me. Once you get the bug, you are in it for life. So I was very pleased to hear about outsourcing and using Consultants/Contractors and small businesses for tasks that can save the companies big money. In addition, companies are getting specific expertise and super customer service, because this is our (Contractor/Consultant) bread and butter. I am free from corporate politics and the whole corporate culture and I love it! Brenda The article regarding ‘why hire at all’…..gave me hope.

I am an ex- corporate junkie. I lived for the corporate lifestyle. Well, needless to say, I became burned-out. I took an enhanced severance package after 22 years and never looked back in regret.

It was tough for a while (starting a business)and six years later (on my second attempt, I would like to think that I am smarter, more open to assistance and patient.

I am a ‘hopeful’ 1099. This, in my opinion, is the only way for me. Once you get the bug, you are in it for life.

So I was very pleased to hear about outsourcing and using Consultants/Contractors and small businesses for tasks that can save the companies big money. In addition, companies are getting specific expertise and super customer service, because this is our (Contractor/Consultant) bread and butter.

I am free from corporate politics and the whole corporate culture and I love it!

Brenda

]]> By: Mark Carlson http://www.ere.net/2007/05/30/how-to-adjust-hiring-standards-to-increase-your-applicant-pool/comment-page-1/#comment-2811 Mark Carlson Thu, 31 May 2007 12:31:00 +0000 http://www.ere.net/2007/05/30/how-to-adjust-hiring-standards-to-increase-your-applicant-pool/#comment-2811 Rachel, You raise a valid arguement however; there are a couple of factors that come into play here. First and I am sure everyone has already thought of this, there are certain roles where you want the talent 'inside' rather than relying on an outsourced service. Secondly, economies of scale start to do funny things. At a certain threshold, it creates an economic disadvantage to outsource processes that an organization may start to do better and less costly. Its important to say that this varies with each organization and its marketshare. Third, you mention 1099's. While these are great if you can do corp to corp however; the IRS came up with 21 questions and the former Attorney General of MA (Tom Reilly) came up with 6 questions that you need to answer to determine if you can legally engage a 1099. I have looked to outsource some of the things we do in our business and the hardest part is finding someone who is good at what they say they are. Because so many people have left the corporate world and became 'consultants', its becoming more and more difficult to separate the wheat from the chaff. Rachel,
You raise a valid arguement however; there are a couple of factors that come into play here. First and I am sure everyone has already thought of this, there are certain roles where you want the talent ‘inside’ rather than relying on an outsourced service. Secondly, economies of scale start to do funny things. At a certain threshold, it creates an economic disadvantage to outsource processes that an organization may start to do better and less costly. Its important to say that this varies with each organization and its marketshare. Third, you mention 1099′s. While these are great if you can do corp to corp however; the IRS came up with 21 questions and the former Attorney General of MA (Tom Reilly) came up with 6 questions that you need to answer to determine if you can legally engage a 1099.

I have looked to outsource some of the things we do in our business and the hardest part is finding someone who is good at what they say they are. Because so many people have left the corporate world and became ‘consultants’, its becoming more and more difficult to separate the wheat from the chaff.

]]> By: Jim Cargill http://www.ere.net/2007/05/30/how-to-adjust-hiring-standards-to-increase-your-applicant-pool/comment-page-1/#comment-2813 Jim Cargill Thu, 31 May 2007 04:41:00 +0000 http://www.ere.net/2007/05/30/how-to-adjust-hiring-standards-to-increase-your-applicant-pool/#comment-2813 Good article, and great comments so far! What I see as a core issue is the difference between relaxing standards, and setting realistic standards in the first place. After 13 years as the owner of a TPR agency, it is a rare job description that is not 'pie in the sky'. The lists of 'requirements' and 'must haves' are typically 30% to 50% above the level a competent, job-matched candidate will possess. Likewise, top performers holding similar positions internally rarely possess all the 'required' qualifications. It would not be necessary to 'relax standards' to improve candidate flow if companies set realistic, job-matched standards in the first place. Are you listening, HR? Good article, and great comments so far! What I see as a core issue is the difference between relaxing standards, and setting realistic standards in the first place. After 13 years as the owner of a TPR agency, it is a rare job description that is not ‘pie in the sky’. The lists of ‘requirements’ and ‘must haves’ are typically 30% to 50% above the level a competent, job-matched candidate will possess. Likewise, top performers holding similar positions internally rarely possess all the ‘required’ qualifications.

It would not be necessary to ‘relax standards’ to improve candidate flow if companies set realistic, job-matched standards in the first place. Are you listening, HR?

]]> By: Michael Stone http://www.ere.net/2007/05/30/how-to-adjust-hiring-standards-to-increase-your-applicant-pool/comment-page-1/#comment-2812 Michael Stone Thu, 31 May 2007 02:19:00 +0000 http://www.ere.net/2007/05/30/how-to-adjust-hiring-standards-to-increase-your-applicant-pool/#comment-2812 Your article is right on point. Traditional hiring methods don't work well because they rely on things that don't predict job success. Often times, people that find true job success, find it in an area that does not reflect thier degree, or prior work experience. Interview skills are surely not an indicator of success. Job match is the key indicator of job success. Many people that make a living recruiting top talent for their clients are working in a field far from what their degree would indicate. You are right about behavioral assessments not being useful all the time. You need a tool that will allow a company to leverage their greatest strength. Every company is unique with it's own philosophy, culture and product. That mix makes it different from the competition. If you want to predict job success you must benchmark top performers to create job match. Your article is right on point. Traditional hiring methods don’t work well because they rely on things that don’t predict job success.

Often times, people that find true job success, find it in an area that does not reflect thier degree, or prior work experience. Interview skills are surely not an indicator of success.

Job match is the key indicator of job success. Many people that make a living recruiting top talent for their clients are working in a field far from what their degree would indicate.

You are right about behavioral assessments not being useful all the time. You need a tool that will allow a company to leverage their greatest strength. Every company is unique with it’s own philosophy, culture and product. That mix makes it different from the competition. If you want to predict job success you must benchmark top performers to create job match.

]]> By: Rachel Schneider http://www.ere.net/2007/05/30/how-to-adjust-hiring-standards-to-increase-your-applicant-pool/comment-page-1/#comment-2809 Rachel Schneider Wed, 30 May 2007 07:36:00 +0000 http://www.ere.net/2007/05/30/how-to-adjust-hiring-standards-to-increase-your-applicant-pool/#comment-2809 This may disappoint many, but why hire at all? There are so many individuals and good small organizations that can perform tasks. Many 1099's and self-employed, or small businesses - in a tighter labor market - why not just consider outsourcing the work? Many great talents left the corporate world and are on their own. Rachel This may disappoint many, but why hire at all? There are so many individuals and good small organizations that can perform tasks. Many 1099′s and self-employed, or small businesses – in a tighter labor market – why not just consider outsourcing the work?

Many great talents left the corporate world and are on their own.

Rachel

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