Yes in deed??what a concept!? I can visualize employers beating a path to engage the services of a search firm (on the other side of the globe) that embraces the yellojobs.com ‘sell your boss’ candidate acquisition model. In fact, the concept is so appealing that yellojobs.com should consider franchising it as a business model. After all India?s entrepreneurs must know that franchising makes up eleven percent of America?s economy. Imagine the economies of scale in a hiring process that relies on referrals (by disenfranchised subordinates) in U.S. companies; referrals then sourced (to become a department?s next manager) at another U.S. based company. Think about it?all this happening with the help of enterprising partners in India; and best of all at deep discounts to the fees charged by domestic search and staffing firms.

To compete, U.S. domestic search firms licensing this model (from the franchisor in India) could dispense with assertions about candidate qualification?quality wouldn?t matter?after all, what would be the point in advertising an oxymoron? Better yet (for hiring entities) by using this novel approach, HR departments could dispense with the costly and time consuming tasks of background checks and interviewing; after all performance standards (as noted) would be irrelevant in hiring from the lowest common denominator?faster than speed interviewing (faster, better, cheaper). Moreover?if it didn?t work out, no worries; the CPH element in the hiring process would approach zero. Of course metrics for impacts on employee relations and corresponding production levels would eventually have to be considered. This is truly?innovation at its best!

Final thoughts:

Once upon a time?(as fairytales often start) American innovation was once the most powerful force on the plant…the American workforce the most productive. But then America stopped making and producing things; and then American companies became global, multicultural enterprises; and then America stopped hiring Americans preferring offshoring, outsourcing foreign talent educated in American schools (indentured for a couple years at lower wages…until their visa expired); and hiring illegal labor that Americans mysteriously decided they no longer wanted to do;?all this to save a buck or two; and then Americans stopped thinking altogether (does anyone out-there know the definition and implications of ?turning point? in a historical context?) The End.

Sometimes I wonder John, if you don?t write these vignettes out of shear boredom; or simply for the reaction you?ll get.

Well, since we thought this could be a great client who was doing a lot of contract hiring- we (my friend and I) placed a call into a FTE firm who was looking for ‘management’ talent, and gave this hiring manager’s name to them.

We asked for nothing in return (except if you think everyone should have the same opportunity) and about five weeks later this ‘manager’ just seemd to somehow find a new ‘job’ at another ‘technology shop’. So with this ‘departure’ so went this relationship and opened the doors to the rest of us!

Again, those of us who are in the trenches daily have to think outside the box-when dealing with those who want a little bit of the ‘prize’ IN the box.