1) Volume. Factories produces large volume of products every day, week, month.
2) Standardization. Manufactured prodcuts must have specific standard from start to end.

That explains why recruiting large volume low level workers is much easier than recruiting middle to senior level people.

While you have small volume, different positions to fill, it’s similiar to a product modeling stage. In manufacturing world, product modeling is small in vlume, very expensive and usually hand made.

In my view, factory like recruiting is only achivable in low-middle end specilized volume hiring.

-TZ

Trends like this create opportunities for the rest of us!

I never really subscribed to the idea that hiring is like manufacturing or “supply chain”, other then “manufacturing interviews”. How do you inventory a product (Candidates) when the deatails about that Candidate and their intrerest are ever changing? I’m not aware of any company in the world that will only manufacture a product one time, as retooling would not be cost effective.

I have always held value in the similarities of hiring to Call Centers, particularly the sourcing or “Lead Generation” part of the cycle.

I agree with your point: “Induction of Candidates into a broken process will yield nothing new”. However, the points you address as (Sourcing Problems) don’t really have anything to do with (Sourcing), rather postings, and advertising? Inbound rather then Outbound.

Here is how I see it… It’s about 2 things.

1.) Qualification (Hard/Soft Skills)
2.) Engageability (Can you get the candidate)

Qualification is the Art of Recruiting as decisions to hire, span the entire human emotional spectrum, and how a recruiter manages this is artistic.

Engageability is the overlooked part of Sourcing / Recruiting which can be pinned down to a Science with some fiendishly clever use of existing information on the web.

The goal really is to identify the metric on if a candidate would most likely be receptive to a call before you make it. What are all the influencers weighing on that candidate? –Not enough space to explain all this here. But I will say that Sales call centers have been effectivley doing this for years.

This is why I view hiring resemblences to Sales rather then manufacturing.

My 2cents

David

I have to say I have used some of your thoughts on Want to be a Big Biller? – a social newtork for recruiters looking to raise their game!

I also see that your words would have impact with the employee who is struggling to identify talent for their business, or indeed when they look at their future career path. I recently started Future Career Network as an environment that takes the professional away from LinkedIn, Ecademy etc where free communication is controlled into a more social portal where openness of information is the goal.

Im sure you get asked, and I know you are busy but but if you ask Scott Baxt I hope he will say nice things about me. I would be very interested in you providing content to either or both of my recently launched networks.

I know this is a bit pushy, but I will send you invites to Want to be a Big Biller? and Future Career Network. If you decide to join and engage that would be great.

Rgds

Gavin Chase