Comments on: Consider the Source: Applicant Sources Dramatically Impact the Quality of Hire http://www.ere.net/2008/09/03/consider-the-source-applicant-sources-dramatically-impact-the-quality-of-hire/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Sat, 21 Nov 2009 23:35:23 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Hot trends, and the importance of ROI in campus recruitment - an interview with Jeremy O’Krafka | TalentEgg's Employer Hatch http://www.ere.net/2008/09/03/consider-the-source-applicant-sources-dramatically-impact-the-quality-of-hire/comment-page-1/#comment-12686 Hot trends, and the importance of ROI in campus recruitment - an interview with Jeremy O’Krafka | TalentEgg's Employer Hatch Thu, 11 Jun 2009 16:13:27 +0000 http://www.ere.net/?p=3842#comment-12686 [...] ERE has posted a number of insightful articles recently on both recruitment metrics and hiring source.  Campus recruiting leaders who are best equipped with real-time metrics by campus (source), are [...] [...] ERE has posted a number of insightful articles recently on both recruitment metrics and hiring source.  Campus recruiting leaders who are best equipped with real-time metrics by campus (source), are [...]

]]> By: Why You Should Care About Talent Management Systems : ERE.net http://www.ere.net/2008/09/03/consider-the-source-applicant-sources-dramatically-impact-the-quality-of-hire/comment-page-1/#comment-7530 Why You Should Care About Talent Management Systems : ERE.net Thu, 25 Sep 2008 23:00:00 +0000 http://www.ere.net/?p=3842#comment-7530 [...] the increasing awareness of CEOs and HR executives that quality of hire is part of the evaluation equation for recruiting programs, how those hires are performing is a [...] [...] the increasing awareness of CEOs and HR executives that quality of hire is part of the evaluation equation for recruiting programs, how those hires are performing is a [...]

]]> By: What Real Recruiters Do : ERE.net http://www.ere.net/2008/09/03/consider-the-source-applicant-sources-dramatically-impact-the-quality-of-hire/comment-page-1/#comment-7507 What Real Recruiters Do : ERE.net Thu, 25 Sep 2008 09:31:54 +0000 http://www.ere.net/?p=3842#comment-7507 [...] profession, people are evaluated by their performance; our performance in this industry is about quality of hires within a given time frame. There are a few other important metrics, yet none as important as [...] [...] profession, people are evaluated by their performance; our performance in this industry is about quality of hires within a given time frame. There are a few other important metrics, yet none as important as [...]

]]> By: Jim Sullivan http://www.ere.net/2008/09/03/consider-the-source-applicant-sources-dramatically-impact-the-quality-of-hire/comment-page-1/#comment-7211 Jim Sullivan Thu, 04 Sep 2008 16:52:37 +0000 http://www.ere.net/?p=3842#comment-7211 "Carges says that he found first-year turnover was high for employees sourced through agencies, during his experience at SuccessFactors and in his previous roles as a talent leader." Then I can only assume he is using low cost, internet job board agencies and not real "recruiting" search firms that actually tap the passive candidate market. In my 30 years of recruiting as a 3rd party recruiter I can't remember the last time one of my candidates didn't stay with the company for years - on average - over 5 years. Third party recruiters, like any other professional service, include the good the bad and the "hit and run experts". If quality of hire is what you need from your "agency" then develop a WORKING RELATIONSHIP with your external recruiters that they can focus on your issues, give them the real facts and partner with them to find the quality candidates that end up as quality hires and long term employees. MOST of the firms that agree to lowering their fees also deliver lower quality because they just give you their "leftovers" those are the candidates that their full fee paying clients don't want to hire. When cost is the overriding factor in decisions on how to source candidates you will most likely not get the quality of hire that you are looking for to fill that critical opening. I was pleased to see that you also mentioned to look outside the "normal" skill set and direct industry experience. I have always been a proponent of "hire the person - not the skill set". If you have the right individual that has the basic skills and knowledge to perform in a given position AND the personality that fits the team, then you have a better chance of having a long term employee that will learn your business and stay longer because it is more challenging and interesting. Hire for attitude - train for skills! And when you need a critical player for your team, get a good third party recruiter on your team and see the difference a quality firm can provide. Just my $0.02............. Jim Sullivan Ethical Search Professionals, Ltd. “Carges says that he found first-year turnover was high for employees sourced through agencies, during his experience at SuccessFactors and in his previous roles as a talent leader.”

Then I can only assume he is using low cost, internet job board agencies and not real “recruiting” search firms that actually tap the passive candidate market. In my 30 years of recruiting as a 3rd party recruiter I can’t remember the last time one of my candidates didn’t stay with the company for years – on average – over 5 years.

Third party recruiters, like any other professional service, include the good the bad and the “hit and run experts”. If quality of hire is what you need from your “agency” then develop a WORKING RELATIONSHIP with your external recruiters that they can focus on your issues, give them the real facts and partner with them to find the quality candidates that end up as quality hires and long term employees.

MOST of the firms that agree to lowering their fees also deliver lower quality because they just give you their “leftovers” those are the candidates that their full fee paying clients don’t want to hire.

When cost is the overriding factor in decisions on how to source candidates you will most likely not get the quality of hire that you are looking for to fill that critical opening.

I was pleased to see that you also mentioned to look outside the “normal” skill set and direct industry experience. I have always been a proponent of “hire the person – not the skill set”. If you have the right individual that has the basic skills and knowledge to perform in a given position AND the personality that fits the team, then you have a better chance of having a long term employee that will learn your business and stay longer because it is more challenging and interesting.

Hire for attitude – train for skills!

And when you need a critical player for your team, get a good third party recruiter on your team and see the difference a quality firm can provide.

Just my $0.02………….

Jim Sullivan
Ethical Search Professionals, Ltd.

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