Comments on: Are You Suffering from Over-Sourcing Syndrome? http://www.ere.net/2008/03/28/are-you-suffering-from-over-sourcing-syndrome/ 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: Rachel Schneider http://www.ere.net/2008/03/28/are-you-suffering-from-over-sourcing-syndrome/comment-page-1/#comment-3602 Rachel Schneider Sat, 29 Mar 2008 06:31:00 +0000 http://www.ere.net/2008/03/28/are-you-suffering-from-over-sourcing-syndrome/#comment-3602 A concept that I had pioneered in 1998 was target account sales-focused marketing, this was around the time that Peppers & Rodgers company started talking about markets of one in B2B sales. I took their concepts, combined it with MBA concepts, and marketing concepts - voila. The enabler was 'sales intelligence' or research. The idea was to take a Strategic Management concept taught in MBA programs called 'strategic fit' and apply it to target account acquisition. The result is creating a compelling story to acquire 'passive sales opportunities', with the right value proposition, research, and competency match - opportunities can be elicited that are profitable, not widely publicized, and bigger/strategic. That can be blown out into related targeted advertising, PR, etc. to elicit similiar opportunities. Net-Net - more strategic acquisition. Also, there was a recognition that sales and marketing are really a PROCESS that originated from contact point backward. Not a disjointed mechanism. I believe this is a similiar idea. If a profile is developed (the positions COMPETENCIES) then a recruiter AND sourcer can go out to market and strategically map those competencies to people. Employment ads also can contain the messaging around that to attract a person with the competencies/key success factors required. True, a customized value proposition will be developed based on the job, culture, person. The ENTIRE recruiting process from point of contact to hire will go smoother and become more efficient. The key of course is understanding the many complexities that comprise the actual position that is vacant including key success factors. That is time consuming upfront work. Plus, there will be more 'outbound acquisition' required, meaning more emphasis on 'targeted' sourcing and precision job ad placement - not just 'post n pray'. That type of 'competency mapping' or 'strategic fit' concepts can be applied to internal candidates also. Trust me though, if done properly - if it is anything like what I have experienced on the sales/marketing side - the results will be absolutely phenomenal and much worth the effort. A concept that I had pioneered in 1998 was target account sales-focused marketing, this was around the time that Peppers & Rodgers company started talking about markets of one in B2B sales. I took their concepts, combined it with MBA concepts, and marketing concepts – voila. The enabler was ‘sales intelligence’ or research. The idea was to take a Strategic Management concept taught in MBA programs called ‘strategic fit’ and apply it to target account acquisition. The result is creating a compelling story to acquire ‘passive sales opportunities’, with the right value proposition, research, and competency match – opportunities can be elicited that are profitable, not widely publicized, and bigger/strategic. That can be blown out into related targeted advertising, PR, etc. to elicit similiar opportunities. Net-Net – more strategic acquisition. Also, there was a recognition that sales and marketing are really a PROCESS that originated from contact point backward. Not a disjointed mechanism.

I believe this is a similiar idea. If a profile is developed (the positions COMPETENCIES) then a recruiter AND sourcer can go out to market and strategically map those competencies to people. Employment ads also can contain the messaging around that to attract a person with the competencies/key success factors required. True, a customized value proposition will be developed based on the job, culture, person. The ENTIRE recruiting process from point of contact to hire will go smoother and become more efficient. The key of course is understanding the many complexities that comprise the actual position that is vacant including key success factors. That is time consuming upfront work. Plus, there will be more ‘outbound acquisition’ required, meaning more emphasis on ‘targeted’ sourcing and precision job ad placement – not just ‘post n pray’. That type of ‘competency mapping’ or ‘strategic fit’ concepts can be applied to internal candidates also.

Trust me though, if done properly – if it is anything like what I have experienced on the sales/marketing side – the results will be absolutely phenomenal and much worth the effort.

]]> By: Maureen Sharib http://www.ere.net/2008/03/28/are-you-suffering-from-over-sourcing-syndrome/comment-page-1/#comment-3599 Maureen Sharib Thu, 27 Mar 2008 08:55:00 +0000 http://www.ere.net/2008/03/28/are-you-suffering-from-over-sourcing-syndrome/#comment-3599 I think a better title for this article may have been ?Are You Suffering from Bad-Recruiting-Practices Syndrome??. Bad re?cruit?ing prac?tic?es syn?drome: the failure to handle the recruiting function; emphasis displaced and wasted on managing the problem rather than finding the most resourceful and creative solutions. I think a better title for this article may have been ?Are You Suffering from Bad-Recruiting-Practices Syndrome??.

Bad re?cruit?ing prac?tic?es syn?drome: the failure to handle the recruiting function; emphasis displaced and wasted on managing the problem rather than finding the most resourceful and creative solutions.

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