The calls and emails have been coming in; the voices imperceptively waiver: The recruiters are nervous. Corporate leaders and naifs are looking out there windows, some even waiting for the call to come. Third party firms are wondering where the callbacks are> Who is Satan and who is the Saviour?
Satan is real and you are the Saviour but you don't know this yet. Satan wants you to be afraid; he wants to cull the herd. Don't let him scare you.
Push for long term planning; get away from your desk and meet them. Anywhere. Anytime. Anyplace. The good ones always need places to meet; offer your company's plushest room and offer victuals and drinks. Don't forget the shwag. Business cards? Forget them - pocket stuffers. Do better.
They're more than just a resume; they're flesh and blood and intellect and emotion. Do you know when they celebrate their birthday? Do you send them cards? Is your CEO truly engaged: Are there monthly meetings with outside HIPOs? Will your CEO make a call?
It doesn't have to be End of Days; but it will if you don't plan and attack.
There are currently no trackbacks for this blog posting.
comments
The culling will soon start ...
posted 10/6/2008 at 8:42 a.m. PT by Robert Dromgoole
I've only been through the tech-bubble bursting, and I remember the massive culling of our industry at that time. At that time, we shifted to the finance industry where rates were low and housing boomed. Now where will recruiting evolve? Energy is my bet, durable goods, shipping, international. However, I'm sure there will be casulties. I like others are preparing as best we can.
Keep up the posts Steve, good to hear from you.
Don't get your 666 tat yet
posted 10/6/2008 at 9:15 a.m. PT by Steve Levy
The challenge with times like these is that too many just throw up their hands. Recruiting has become far too "what have you done for me today" at the expense of relationships: We've spoken about this at length so I know how you think about this. The tough part about being at your employer is the lack of any true historical bent towards the long term. As a rule of thumb, I believe every recruiter needs to track one outsider every working day. That's one call or email M-F for about 48 weeks every year; I don't think this is asking too much.
Shaman Sage Steve
posted 10/6/2008 at 9:33 a.m. PT by Maureen Sharib
Love this Steve. I remember yay back when - you extended your hand to me when I first arrived on ERE, neophyte status. You were a shaman sage then and you're a shaman sage now.
"...needs to track one outsider every working day..." That does not seem hard.
Realities
posted 10/13/2008 at 2:04 a.m. PT by Sarah Welstead
I am actually looking forward to the new reality of relationships in our field. I can't wait to see the end of personality testing and the re-emergence of character and personal integrity. I don't see it as the end of days at all. I see a new beginning with a new focus on how people interact and who they are rather than on how they're typed.
End of personality testing?
posted 10/13/2008 at 6:17 a.m. PT by Steve Levy
Sarah- For one, the post was a little tongue in cheek - in fact, it was wholly metaphorical. Two, ending personality but focusing on character and personal integrity. How do you propose recruiters assess character - using their own experiences as to what denotes character and what does not?
Whether you (the metaphorical "you") believe it or not, the "statistical" predictive model embraced by well designed personality tests is superior in the long run to the predictive "human" model used by people. Google the late "Paul Meehl" and his work at the University of Minnesota"...
The only way a new beginning can occur if (a) the better recruiters demand a direct link to the top rather and (b) understand the financial side of business at a level that allows them to speak cogently with a CFO.
Please log in to post a comment to this blog. New users, please click here.
more ere blogs 3-O’Clock Coffee Break 3rd Rock A to Z of Health Care Recruiting Ali’s Sourcing Techniques Ask The Recruiter Attract, Retain, Repel -- Employment Branding 2007 Attracting Diverse Candidates Attracting the New Workforce Blogging outside the box Contract Recruiting CyberSleuthing! DC Recruiting E-Cruit Blog Fresh Meat Gen Y'd Generational Recruiting Hawaii Recruiting Head Count Hire Calling Interviewing and Selecting the Best Invested, innovative, brilliant: Improving the recruiting experience JobFares Lean Six Sigma Martin Snyder's Passing Scene Military Talent On The BioPharm Online Recruiting…Off the Record Quest For The Best Recruiter's Day Out Recruiting for the Non-Recruiter Recruiting ROI Recruiting Techniques in China Recruitment Rap Recruitment Spin Retention Secrets Sales, Fails, and Tales Search For G-Talents Seattle - A Recruiter's Perspective Second Life Recruitment Senior Care Notes SittingXlegged Social Internet Recruiting Social Media Marketing Solutions to Your Call Reluctance Cash Drain Talent in China Talent Wire The CareerXroads Annex The Gatekeeper The Good Search The Honest Recruiter The Life and Times of a Healthcare Recruiter The New 3 R's: Recruit, Re-Develop & Retain The Recruiter's Edge The Switch Todd Raphael's World of Talent Truth Justice and the American Way of Headhunting Video 2.0 for Recruitment Webcruiting Techniques
NEW! Put fresh ERE content on your website, blog, or corporate intranet.
Get a free ERE badge like the one above on your website in three easy steps today.