Comments on: The Imperfect Evolution of the Corporate Recruiting Department http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Sun, 21 Mar 2010 20:00:01 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: Rachel Schneider http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/comment-page-1/#comment-3521 Rachel Schneider Tue, 04 Mar 2008 05:23:00 +0000 http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/#comment-3521 What Lou describes is also prevalent in the sales/marketing world also. At least, one area which is pointed out is true is training. I cannot begin to tell you the garbage that I have heard from Recruiting Managers etc about why they don't do training. I am so going to contribute an article to ERE on this, if I can! Great salespeople and marketing always are on the latest and greatest and know what is going on in the industry. The ones who don't are not successful overall because they are blindsided by competitors, better performing talent, and other threats. Speaking of awareness. In recruiting, there are actually leaders of talent acquisition organizations who do not know about ERE.net or heard of Shally Steckerl, who are clueless about what is going on in the industry, and have no idea of what is really important for their organizations. It is so concerning to me when leaders of teams or departments aren't even interested in learning anything about the industry. Which also could explain why the points made about lack of perspective, technology use, and training, and all exist. Frankly, you can't change or improve anything if you are so isolated that you don't know that your internal process is broken or not up to speed. Isolation is fantastic, because then there is no accountability overall, right? And changing is just too painful a process as well. Maintain status quo - go the way of the dinosaur. I think to add to Lou's points - look at your industry and environment, with that - the others dimensions will follow. What Lou describes is also prevalent in the sales/marketing world also. At least, one area which is pointed out is true is training. I cannot begin to tell you the garbage that I have heard from Recruiting Managers etc about why they don’t do training. I am so going to contribute an article to ERE on this, if I can! Great salespeople and marketing always are on the latest and greatest and know what is going on in the industry. The ones who don’t are not successful overall because they are blindsided by competitors, better performing talent, and other threats.

Speaking of awareness. In recruiting, there are actually leaders of talent acquisition organizations who do not know about ERE.net or heard of Shally Steckerl, who are clueless about what is going on in the industry, and have no idea of what is really important for their organizations. It is so concerning to me when leaders of teams or departments aren’t even interested in learning anything about the industry. Which also could explain why the points made about lack of perspective, technology use, and training, and all exist.

Frankly, you can’t change or improve anything if you are so isolated that you don’t know that your internal process is broken or not up to speed. Isolation is fantastic, because then there is no accountability overall, right? And changing is just too painful a process as well. Maintain status quo – go the way of the dinosaur.

I think to add to Lou’s points – look at your industry and environment, with that – the others dimensions will follow.

]]> By: David Blender http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/comment-page-1/#comment-3520 David Blender Mon, 03 Mar 2008 08:26:00 +0000 http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/#comment-3520 Lou: Another great article. You are so right! I like the way you break down the essence of creating success by looking at each component and what specifically needs to be addressed in order to realize desired outcomes. Lou:

Another great article. You are so right!

I like the way you break down the essence of creating success by looking at each component and what specifically needs to be addressed in order to realize desired outcomes.

]]> By: Ross Clennett http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/comment-page-1/#comment-3519 Ross Clennett Sun, 02 Mar 2008 11:30:00 +0000 http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/#comment-3519 Great article, Lou. The lack of progress in the same old areas is very disheartening. I would highlight no.4 - inadequate or inappropriate training, as the most common in my experience. No matter how much media coverage is given to the skills shortage and to retention issues there appears to be little serious corporate effort directed towards increasing the capability of the employees with hiring responsibilities and accountabilities. Great article, Lou. The lack of progress in the same old areas is very disheartening. I would highlight no.4 – inadequate or inappropriate training, as the most common in my experience. No matter how much media coverage is given to the skills shortage and to retention issues there appears to be little serious corporate effort directed towards increasing the capability of the employees with hiring responsibilities and accountabilities.

]]> By: Danny Zhang http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/comment-page-1/#comment-3513 Danny Zhang Fri, 29 Feb 2008 12:37:00 +0000 http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/#comment-3513 Insightful! Insightful!

]]> By: Michael Johnson (mike@avature.net) http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/comment-page-1/#comment-3518 Michael Johnson (mike@avature.net) Fri, 29 Feb 2008 06:43:00 +0000 http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/#comment-3518 Lou, Great article. You needn't look too far from your own organization to see what a top-notch internal recruiting department might look like - chances are it's right there in your own sales department. Any recruiting leader's goal should be to get the same level of respect and attention that sales gets (depending on your company, that may not be possible while inside of the HR umbrella). Anything less and you may want to reconsider your company's commitment to hiring the best people. Finding and closing top talent is difficult, competitive, time consuming and is going to cost money (just like winning new business in sales). When I read your list of hiring challenges I thought 'wow...can you imagine a list of challenges like this coming from a sales person?' You'd be laughed out the door (and maybe out of a job). Lou,

Great article. You needn’t look too far from your own organization to see what a top-notch internal recruiting department might look like – chances are it’s right there in your own sales department. Any recruiting leader’s goal should be to get the same level of respect and attention that sales gets (depending on your company, that may not be possible while inside of the HR umbrella). Anything less and you may want to reconsider your company’s commitment to hiring the best people. Finding and closing top talent is difficult, competitive, time consuming and is going to cost money (just like winning new business in sales). When I read your list of hiring challenges I thought ‘wow…can you imagine a list of challenges like this coming from a sales person?’ You’d be laughed out the door (and maybe out of a job).

]]> By: Belinda Darr http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/comment-page-1/#comment-3517 Belinda Darr Fri, 29 Feb 2008 04:55:00 +0000 http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/#comment-3517 Lou, You mentioned that some recruiting departments have transitioned into highly productive top performing business functions. What do these departments look like- and who are they? Do you have some names of companies that have employed what you feel is the ideal? I dont really need to read another article on what's wrong with corporate recruiting departments, Id like to see one that talks about what's right with the good ones. Thanks Lou,

You mentioned that some recruiting departments have transitioned into highly productive top performing business functions. What do these departments look like- and who are they? Do you have some names of companies that have employed what you feel is the ideal? I dont really need to read another article on what’s wrong with corporate recruiting departments, Id like to see one that talks about what’s right with the good ones.

Thanks

]]> By: Richard Detoy http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/comment-page-1/#comment-3516 Richard Detoy Fri, 29 Feb 2008 04:49:00 +0000 http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/#comment-3516 Lou- This article precisely mirrors my own experience on the corporate side of the desk with several different employers. Absolutely on-target! Lou-
This article precisely mirrors my own experience on the corporate side of the desk with several different employers. Absolutely on-target!

]]> By: Barry Finley http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/comment-page-1/#comment-3515 Barry Finley Fri, 29 Feb 2008 04:03:00 +0000 http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/#comment-3515 I believe that one of the largest obstacles in finding qualified candidates is that most sourcing resources focus on quantity instead of quality. Any organization can throw tons of bodies at you in hopes that one will stick; However, I believe that is is a much better use of your time and money to use sourcing organizations that actively seek candidates that are qualified for, educated on and interested in your position. Shouldn't you be focusing on reducing your soft costs, spending less time pouring over resumes of candidates that are not a fit for your opportunity and be spending more time meeting with the superstars? I believe that one of the largest obstacles in finding qualified candidates is that most sourcing resources focus on quantity instead of quality. Any organization can throw tons of bodies at you in hopes that one will stick; However, I believe that is is a much better use of your time and money to use sourcing organizations that actively seek candidates that are qualified for, educated on and interested in your position.

Shouldn’t you be focusing on reducing your soft costs, spending less time pouring over resumes of candidates that are not a fit for your opportunity and be spending more time meeting with the superstars?

]]> By: Peter Gold http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/comment-page-1/#comment-3514 Peter Gold Fri, 29 Feb 2008 03:46:00 +0000 http://www.ere.net/2008/02/29/the-imperfect-evolution-of-the-corporate-recruiting-department/#comment-3514 Lou, spot on so when will it all change? A number of us point this out but as we all get bounced back to HR it could take a while. Recruiting should be part of Ops NOT HR then it might get some focus! Lou, spot on so when will it all change? A number of us point this out but as we all get bounced back to HR it could take a while. Recruiting should be part of Ops NOT HR then it might get some focus!

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