Comments on: The Recruiting Funnel

By: Het einde van de recruitment funnel en het begin van de wervingslus

Het einde van de recruitment funnel en het begin van de wervingslus — Mon, 01 Apr 2013 06:15:59 +0000

[...] uit het tuitje. Het heeft een hoge face value en dat zal wel de reden zijn dat het nog steeds een veelgebruikte metafoor is. Toch blijkt het principe erachter niet helemaal te [...]

By: Het einde van de recruitment funnel en het begin van de wervingslus |wervingsvisies

Thu, 21 Feb 2013 08:26:38 +0000

[...] zó uit het tuitje. Het heeft een hoge face value en dat zal wel de reden zijn dat het nog steeds een veelgebruikte metafoor is. Toch blijkt het principe erachter niet helemaal te [...]

By: The Sales Funnel Concept » Make HR Happen by Tom Bolt

The Sales Funnel Concept » Make HR Happen by Tom Bolt — Wed, 13 Feb 2013 04:25:30 +0000

[...] The Recruiting Funnel, by Lou Adler, ere.net, September 24, 2012 [...]

By: Badri Ravi

Badri Ravi — Tue, 15 Jan 2013 06:11:38 +0000

Good Article. I was looking for a well articulated document on why social media recruiting requires more time, effort and a paradigm shift in recruiter. This blog answers all.

However I do not agree that active job seekers are of lesser quality than passive job seekers. If a company has right screening methodology then:
1. Active job seekers who are active because they have demonstrated poor performance and are being weeded out could be rejected and
2. Active job seekers who are proactively looking for right opportunity to better utilize their skills could be spotted and hired.
Thank you!

By: Jason Webster

Jason Webster — Thu, 27 Sep 2012 13:31:06 +0000

Thanks for breaking down the process, Lou. You’re right — getting leads/referrals and converting these people into prospects is essential in cultivating the right prospects. If you’re at this step in the hiring process, you should really consider moving toward and encouraging employee referrals. You already know this, but internal referrals are often the best hires and these hires are also happier in their positions.

By: Lou Adler

Lou Adler — Wed, 26 Sep 2012 16:37:10 +0000

@Ty – I happen to agree with you about the repetitive nature of this stuff, but sometimes people need to hear about the block and tackling from a different perspective. Sometimes the old stuff actually works, and I haven’t seen any fundamental change in human nature for since the dawn of the industrial revolution.

By: Ty Chartwell

Ty Chartwell — Wed, 26 Sep 2012 15:30:45 +0000

Lou, i respect your work,, but you continue to regurgitate the same old stuff.

By: Richard Araujo

Richard Araujo — Tue, 25 Sep 2012 15:42:45 +0000

Looks like a good overall model. Two things I would say though. One, Active Recruiting isn't the shortcut, it's the first step in determining if there is a talent scarcity situation. Two, I see no reason why active candidates must automatically settle for, or be seeking out, lateral transfers. They may be more willing to settle for a lateral transfer, but that doesn't mean you as the recruiter or hiring manager need to look for those people.

By: The Recruiting Funnel | the ecom4 blog

The Recruiting Funnel | the ecom4 blog — Tue, 25 Sep 2012 10:50:29 +0000

[...] Read More This entry was posted in Recruitment by rjones. Bookmark the permalink. [...]

By: Keith Halperin

Keith Halperin — Mon, 24 Sep 2012 21:03:57 +0000

Thank. Lou. Before recruiters start looking for passive (or as I prefer to say, “slow-hire”) candidates, they need to establish whether the hiring manasgers will be
1) Willing to wait the long periods often necessary to get “slow hires” on board.

2) Realistically able to attract (with $$, benefits, real opportunity, QoWL, etc.)anything better than “run-of-the-mill” candidates, which is unlikely to be the case in competitively-skilled fields and for the vast majority of companies. As I’ve said:
“To hire the best, you need to offer the best or be the best (at more than marketing-hype).”

Cheers,

Keith