Comments on: Get Smart: 5 Winning Strategies for Managers in Tough Times

By: Charles vonHerrmann

Charles vonHerrmann — Mon, 23 Mar 2009 21:02:56 +0000

I think Iris is promoting a “back to basics” approach that is more often than not likely to produce solid results. As a HR/LR professional that is on the receiving end of those results I can tell you that the approach is most appreciated when it enhances the credibility of my function. You can’t talk meaningfully about performance management, succession planning, etc. without a robust recruiting engine.

By: Paul Gonzales

Paul Gonzales — Fri, 13 Mar 2009 18:08:30 +0000

Thanks Iris for reminding us that in this economy it’s all about getting back to the basics. As recruiting budgets have been dramatically cut this year, we have to remember that it is those basic processes that will ensure our success with limited resources. I appreciate the perspective and hope to read many more articles from you on ERE!

By: Michael Glenn

Michael Glenn — Wed, 11 Mar 2009 20:02:44 +0000

Learning the client business needs and then building a staffing plan for your recruiter is much better business.

Same for newbies – let them learn easy clients.

The recruiter isn’t trained for your company process. He/She is trained to service the client.

By: Sherri Rosenberg

Sherri Rosenberg — Wed, 11 Mar 2009 18:53:34 +0000

I have spent 30 years in retainer search, 18 years in my own practice. My earlier experience was in building research teams and departments. I totally agree with Iris that training and creating great process is the foundation to successful search completion. Iris is right on target…give people great tools, structure and a foundation and then let them find their own creative groove.

By: Toni Unrein

Toni Unrein — Wed, 11 Mar 2009 18:06:55 +0000

Great comments on prioritizing hires from the client’s perspective. Too often recruiters tackle the low hanging fruit to give themselves a feeling of accomplishment rather than focusing on the needs of the client and tackling the key hires first.

By: Julie Fletcher

Julie Fletcher — Wed, 11 Mar 2009 17:53:39 +0000

Although this is a detailed and accountability based approach, it is exactly what great organizations should do to ensure the success of new hires. Often times managers (vs. leaders) provide minimal training and mentoring and then wonder why their new hires fail? Iris’ approach is direct and structure plus feedback is exactly what newbies need.

By: Aziz Chowdhury

Aziz Chowdhury — Wed, 11 Mar 2009 17:08:27 +0000

Nice reminder, Iris, of the value of taking time to pay attention to what a recruiter needs. While I can’t admit to enjoying being a “close” manager, I can point to many times when that is exactly what a team member needed.

I’ll look forward to hearing more at your presentation. See you at ERE.

By: Michael Glenn

Michael Glenn — Tue, 10 Mar 2009 14:40:08 +0000

I need to learn to control my typos.

Your step, “Take it out of the House”, what types of research are you paying for? A list of names? Company info? Can you give us an example?

By: David Kankaras

David Kankaras — Tue, 10 Mar 2009 14:20:53 +0000

The aforementioned management style is precisely why I left my previous employer.

By: Michael Glenn

Michael Glenn — Tue, 10 Mar 2009 14:14:10 +0000

I’ve discovered that our sense of being in controll is only a lofty goal that we have no way of controling.

Do your recruiters feel that you are micromanaging them?

Daily spreadsheets even for a Novice recruiters is a bit much.