Comments on: 12 Ways to Keep Recruiters Busy

By: Glenn Gutmacher

Glenn Gutmacher — Mon, 31 Aug 2009 17:50:50 +0000

Looking forward to this session at ERE, Dan!

By: David Rodriguez

David Rodriguez — Tue, 09 Jun 2009 15:36:34 +0000

This a great article. At the end of the day, ROI is really what matters.

I have Co-Founded a company (http://www.groupereye.com/launchprogram/) that seeks to make the online recruiting process more logical and efficient. I like to think of it as talent engagement recruiting. By providing an avenue for companies to seek, engage, and retain talent we hope to change the current model of recruiting.

By: The Busy Scrapper: Making the Most of Your Scrapbooking Time (Paperback)

The Busy Scrapper: Making the Most of Your Scrapbooking Time (Paperback) — Sat, 06 Jun 2009 21:06:33 +0000

[...] 12 Ways to Keep Recruiters Busy : ERE.net [...]

By: Frank DiLello

Frank DiLello — Sat, 06 Jun 2009 18:39:56 +0000

Lots of meat in this post, thanks for the advice Dan. One more area recruiters should be focusing on is Recruitment Process Outsourcing (RPO). This is where companies outsource some areas of their recruitment process to third party agencies. I have been speaking with several peers and many feel this will be quite lucrative once the economy bounces back.

By: Links 06/06/2009

Links 06/06/2009 — Sat, 06 Jun 2009 07:28:34 +0000

[...] 12 Ways to Keep Recruiters Busy : ERE.net [...]

By: Rachel Schneider

Rachel Schneider — Fri, 05 Jun 2009 21:21:14 +0000

Agree with Todd, great article!
With regards to points 5, 6, 8, 9, and 10 – now is the time to evaluate historical and future costs and streamline processes to be more efficient. There are many ways to create efficiency and continued cost reduction through training, technology, or extension of employment branding and candidate attraction/direct marketing techniques.

In sales/marketing, salespeople are trained on techniques pertaining to new business development, price negotiation, and handling tough markets…there is recognition that the environment has changed. For recruiters, this could mean finding more creative ways to source using lower cost or free channels. Many websites change in accordance with customer needs, by tweaking career websites and messaging, it may be possible to reduce the quantity of candidates while enhancing the quality which will reduce pressure on the remaining staff to identify the best fits. Arbita (www.arbita.net) is one organization that is actively working with companies and agencies to implement this type of strategy.

Further, sourcing professionals are highly valued in sales/marketing and should be talking with folks in those areas. Sales people want org charts. Marketing people need quality lists developed with emails and direct phone numbers. And yes, client dossiers are definitely valued – they are actually called “pre call briefs”. Good sourcing professionals should be talking with the VP of Marketing and Sales to see what added value they can provide. I think they will find a ton of opportunity!

By: Todd Noebel

Todd Noebel — Fri, 05 Jun 2009 15:05:55 +0000

Great article! I’ve been coaching my team since Q4 of last year as we work to provide services that we are not normally called upon to provide. This is the time to show that Recruiting professionals have the ability to bring impact outside “just hiring”.

Items 9, 11 and 12 tend to dovetail nicely into one another.