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Will You Add? - Commoditizing Recruitment
Internet success can of course be measured in dollars and cents. It would seem to be pervasive on Google the programs that talk about how to become wildly successful by just pushing a button or two. You could be led into thinking that just by buying a very specialized piece of software, or by downloading their ebook for success, that elusive thing called inter net success will plop itself right in front of you begging you to help yourself to all you want. I have been there far too many times in my earlier internet marketing career. I would surf for all the new programs, joining one after another and sometimes not even remembering what I had signed up for. Quite possibly, any one of these products could have made me successful on Google, but quite frankly, none of them did. Does that story sound familiar to you? I bet money that it does. The simple truth about the internet, now that I have grown and matured to the level of expertise that I have is the fact that a huge majority of people are not now successful on the net, nor will they ever be. Wait just a moment before you pa
Outsourcing will not reduce the number of jobs, it will create jobs. Since some of the functionalities of the technological recruiting solutions that were automated will have to go live.
On top of everything, not since the Black Death has our society been facing the prospect of such magnitude in demographic shift as we will experience with retirement of baby boomers. This looming candidates market will put pressure on corporate world to reach for their bag of tricks in order to attract the best employees. This will just reinforce outsourcing and commoditizing of recruiting services as obvious choices.
600 hours of Candidate Sourcing & Res
After years of working for other people you decided it is time to take the plunge you feel it is time to purchase your own business. The model you are looking at seems to be perfect, however your gut instinct tells you there is something not quiet right. Generally speaking if your instincts tell you something is wrong, then you will find most of the time there is something missing, you should heed this instinct and show caution.Rushing a deal is never a good idea, even though like me most people are eager to get involved in something new. Saying that the last thing you really want to do is buy this business and then in a few months time say to yourself, I knew there was something not quiet right here, how often do we hear ourselves saying that?During my life when I have been unsure what to do I generally research the subject even closer and then seek advice from people I trust. Many times in my younger days I have been about to embark on a business ventures only to pull back at the last minute because of instinct and sound advice, in retrospect the decisions I
Compressions of service deliver time, peeling of recruitment process and industry standardization are three other chief factors with major impact on recruiting beside commoditization of service offerings. This will undoubtedly position certain players to prosper and others to suffer in this new paradigm, as globalized service practices become the norm.
The prime drivers of these changes are new technologies, particularly those around the Internet. It’s needless to say that the internet allowed us to achieve a degree of interconnection that has never been possible before. Today’s inexpensive and reliable communications are allowing recruiters to access clients and candidates via VoIP or e-mail from any web enabled location. Physical proximity to the talent pool used to be a key advantage in the talent wars in the old days, but not any more.
Outsourcing
In this scenario, as you peel business processes into “high” and “low” talent pool co-location needs, the workforce needed to execute “low” talent pool co-location processes can be anywhere in the world. With the political storm now raging around outsourcing and “off-shoring,” one fact seems to be that outsourcing is inevitably the key driving force responsible for changing today’s business landscape; whether we like it or not. Conventional wisdom teaches us that we should draw conclusions from IT Industry and find the way to embrace this trend.
Several years ago, only “very low” customer co-location kind of work was sent to remote locations – like software code development. With success stories building up, and wider availability of cheep communications, we are steadily moving towards the day when certain portions of recruitment process will be outsourced to more cost competitive labor markets. No one is immune, and soon enough recruiters in developed countries who have traditionally been insulated from global market forces will be faced with competition as they have never seen before: recruiting consultants from global outsourcing hot spots capable of offering comparable-quality service at perhaps a tenth the cost of their counterparts will get in the game.
However, overall more likely than not, outsourcing will bring definite advantages. I am sure that most of us would appreciate help in meeting and greeting applicants so that they do not feel like their resumes have only been sucked into an ATS (Applicant Tracking System) black hole. But initial correspondence, introductory e-mails, first level of selection, test administration, preliminary interviews, only to name a few, could be purchased externally at more competitive costs than internal resources.
If we disregard our feelings about major job boards and other technology based recruiting tools effectiveness for a moment, we will realize that every single recruiter who is serous about their business performance has access to those tools; and they don’t come cheap. I guess where I am getting at is that recruiting technology vendors are going to be in the forefront of outsourcing and price reductions. There is no technological solution for recruiting problems, human touch is a necessity. That has to be achieved all the while cutting the cost of the service.
It would be something like having a free job board like Google BASE and you would pay only for add-on services such as support call center where candidates would receive basic info about their job application status and hiring process, sort of live FAQ section. I am sure that simple “Hello and thank you for applying at XYZ corp.” from a live person would beat auto-reply (Don’t call us we’ll call you!!!) via e-mail any time of the day. This approach would definitely improve candidates experience and it would go a long way in building a relationship with applicants.
Outsourcing will not reduce the number of jobs, it will create jobs. Since some of the functionalities of the technological recruiting solutions that were automated will have to go live.
On top of everything, not since the Black Death has our society been facing the prospect of such magnitude in demographic shift as we will experience with retirement of baby boomers. This looming candidates market will put pressure on corporate world to reach for their bag of tricks in order to attract the best employees. This will just reinforce outsourcing and commoditizing of recruiting services as obvious choices.
600 hours of Candidate Sourcing & Resu
I have talked about how to get donations and doing volunteer work. You are probably wondering what they have to do with gaining business relationships and giving you more business. Through service organizations you will gain recognition and stature, especially if you get really involved. These organizations also give you opportunities to meet people that you would not normally meet through your regular business channels. Even though most non-profits do not promote doing business with each other, it is certainly an off-shoot of membership. When I change cities, I often go to another Rotary Club to do a make-up meeting. It is here that I can find out more about the city and often someone knows people at the firm I will be visiting. I am always happy to get more information.If someone in my club knows a person in a company that I wish to approach, I feel comfortable in asking for an introduction. This, at least, will break down some of the barriers. The introduction does not mean endorsement; it simply means that they are willing to share the relationship they have alrea
Outsourcing
In this scenario, as you peel business processes into “high” and “low” talent pool co-location needs, the workforce needed to execute “low” talent pool co-location processes can be anywhere in the world. With the political storm now raging around outsourcing and “off-shoring,” one fact seems to be that outsourcing is inevitably the key driving force responsible for changing today’s business landscape; whether we like it or not. Conventional wisdom teaches us that we should draw conclusions from IT Industry and find the way to embrace this trend.
Several years ago, only “very low” customer co-location kind of work was sent to remote locations – like software code development. With success stories building up, and wider availability of cheep communications, we are steadily moving towards the day when certain portions of recruitment process will be outsourced to more cost competitive labor markets. No one is immune, and soon enough recruiters in developed countries who have traditionally been insulated from global market forces will be faced with competition as they have never seen before: recruiting consultants from global outsourcing hot spots capable of offering comparable-quality service at perhaps a tenth the cost of their counterparts will get in the game.
However, overall more likely than not, outsourcing will bring definite advantages. I am sure that most of us would appreciate help in meeting and greeting applicants so that they do not feel like their resumes have only been sucked into an ATS (Applicant Tracking System) black hole. But initial correspondence, introductory e-mails, first level of selection, test administration, preliminary interviews, only to name a few, could be purchased externally at more competitive costs than internal resources.
If we disregard our feelings about major job boards and other technology based recruiting tools effectiveness for a moment, we will realize that every single recruiter who is serous about their business performance has access to those tools; and they don’t come cheap. I guess where I am getting at is that recruiting technology vendors are going to be in the forefront of outsourcing and price reductions. There is no technological solution for recruiting problems, human touch is a necessity. That has to be achieved all the while cutting the cost of the service.
It would be something like having a free job board like Google BASE and you would pay only for add-on services such as support call center where candidates would receive basic info about their job application status and hiring process, sort of live FAQ section. I am sure that simple “Hello and thank you for applying at XYZ corp.” from a live person would beat auto-reply (Don’t call us we’ll call you!!!) via e-mail any time of the day. This approach would definitely improve candidates experience and it would go a long way in building a relationship with applicants.
Outsourcing will not reduce the number of jobs, it will create jobs. Since some of the functionalities of the technological recruiting solutions that were automated will have to go live.
On top of everything, not since the Black Death has our society been facing the prospect of such magnitude in demographic shift as we will experience with retirement of baby boomers. This looming candidates market will put pressure on corporate world to reach for their bag of tricks in order to attract the best employees. This will just reinforce outsourcing and commoditizing of recruiting services as obvious choices.
600 hours of Candidate Sourcing & Res
Failure Mode and Effects Analysis (FMEA) or FMECA is an analysis technique which facilitates the identification of potential problems in a design or process by examining the effects of lower level failures. Recommended actions or compensating provisions are made to reduce the likelihood of the problem occurring, and mitigate the risk, if in fact, it does occur.The FMEA team determines, by failure mode analysis, the effect of each failure and identifies single failure points that are critical. It may also rank each failure according to the criticality of a failure effect and its probability of occurring. FMECA is the result of two steps: 1) Failure Mode and Effects Analysis (FMEA), and 2) Criticality Analysis (CA). Or in other words, FMECA is just FMEA with Criticality Analysis.There are many different types of FMEA. There are Conceptual or Functional FMEAs, Design FMEAs, and Process FMEAs. Sometimes during a Design FMEA the analysis will look at a combination of functions and hardware. Sometimes it will include just hardware, and sometimes the analyst will take
However, overall more likely than not, outsourcing will bring definite advantages. I am sure that most of us would appreciate help in meeting and greeting applicants so that they do not feel like their resumes have only been sucked into an ATS (Applicant Tracking System) black hole. But initial correspondence, introductory e-mails, first level of selection, test administration, preliminary interviews, only to name a few, could be purchased externally at more competitive costs than internal resources.
If we disregard our feelings about major job boards and other technology based recruiting tools effectiveness for a moment, we will realize that every single recruiter who is serous about their business performance has access to those tools; and they don’t come cheap. I guess where I am getting at is that recruiting technology vendors are going to be in the forefront of outsourcing and price reductions. There is no technological solution for recruiting problems, human touch is a necessity. That has to be achieved all the while cutting the cost of the service.
It would be something like having a free job board like Google BASE and you would pay only for add-on services such as support call center where candidates would receive basic info about their job application status and hiring process, sort of live FAQ section. I am sure that simple “Hello and thank you for applying at XYZ corp.” from a live person would beat auto-reply (Don’t call us we’ll call you!!!) via e-mail any time of the day. This approach would definitely improve candidates experience and it would go a long way in building a relationship with applicants.
Outsourcing will not reduce the number of jobs, it will create jobs. Since some of the functionalities of the technological recruiting solutions that were automated will have to go live.
On top of everything, not since the Black Death has our society been facing the prospect of such magnitude in demographic shift as we will experience with retirement of baby boomers. This looming candidates market will put pressure on corporate world to reach for their bag of tricks in order to attract the best employees. This will just reinforce outsourcing and commoditizing of recruiting services as obvious choices.
600 hours of Candidate Sourcing & Res
In the past, dental assistants were not required to finish official dental assistant schooling in order to get into the working field. However, as advances in technology and medicine are made, more education is required to work in any medical field. Those wishing to become dental assistants must earn a diploma or even a higher degree from an accredited institution or other specialized career college.There are two levels of dental assistants: chair-side assistants and intra-oral assistants. Chair-side assistants help the dentist with instruments, patient care, and sanitation, while intra-oral assistants are allowed to perform extra duties such as the cleaning of the mouth. Most dental assistants also work as secretaries in their dental office or clinic, and thus developing clerical skills, office management and organized skills are strongly recommended to be able to compete in this dental assisting field.Dental assistant schooling will provide students with theoretical courses on dentistry as well as practical courses to understand the environment of the dental
If we disregard our feelings about major job boards and other technology based recruiting tools effectiveness for a moment, we will realize that every single recruiter who is serous about their business performance has access to those tools; and they don’t come cheap. I guess where I am getting at is that recruiting technology vendors are going to be in the forefront of outsourcing and price reductions. There is no technological solution for recruiting problems, human touch is a necessity. That has to be achieved all the while cutting the cost of the service.
It would be something like having a free job board like Google BASE and you would pay only for add-on services such as support call center where candidates would receive basic info about their job application status and hiring process, sort of live FAQ section. I am sure that simple “Hello and thank you for applying at XYZ corp.” from a live person would beat auto-reply (Don’t call us we’ll call you!!!) via e-mail any time of the day. This approach would definitely improve candidates experience and it would go a long way in building a relationship with applicants.
Outsourcing will not reduce the number of jobs, it will create jobs. Since some of the functionalities of the technological recruiting solutions that were automated will have to go live.
On top of everything, not since the Black Death has our society been facing the prospect of such magnitude in demographic shift as we will experience with retirement of baby boomers. This looming candidates market will put pressure on corporate world to reach for their bag of tricks in order to attract the best employees. This will just reinforce outsourcing and commoditizing of recruiting services as obvious choices.
600 hours of Candidate Sourcing & Res
Online catalogs are often associated with library records and materials. But today catalogs are not only helpful inside the library. They are being used in the promotion of the company’s products and services. In fact as the technology continues to advance, more and more features are integrated in the catalog format.Online catalogs are being used now to serve as a display of what you’re offering to customers. It’s like a store which sells your services online. Because it’s online, it’s fast and easy to access.Essentially, an online catalog is an automated catalog wherein you can find all the information about the products of the company. However, people sometimes give no attention to how their catalogs look like. In this regard, planning for the online catalog is very important. Its success will result in a great boost to your sales.You can improve your online catalog by following these basic tips.First and foremost, analyze your sales. Check if how many customers shop at your store. If you’re not successful in securing the interest of customers a
Outsourcing will not reduce the number of jobs, it will create jobs. Since some of the functionalities of the technological recruiting solutions that were automated will have to go live.
On top of everything, not since the Black Death has our society been facing the prospect of such magnitude in demographic shift as we will experience with retirement of baby boomers. This looming candidates market will put pressure on corporate world to reach for their bag of tricks in order to attract the best employees. This will just reinforce outsourcing and commoditizing of recruiting services as obvious choices.
600 hours of Candidate Sourcing & Resume Evaluation
This climate in the industry will eventually call for the development of a trading platform for the job market where employees will be price tagged according to the current availability of their skill set. Basic laws of demand and offer will impact employers’ cost per hire more then ever. Fierce competition for top talent will also drive employers to expand their recruitment services vendor lists.
The mechanics of this business approach will complete the process of commoditizing recruiting services. At that point employers will have the option to buy X hours of unbundled recruiting services from XYZ company at $X/h for “run of the mill” recruitment operations and, for more difficult assignments, paying premium fees for full cycle recruiting services. In order to gain buyers confidence, vendors will have to adhere to (for the sake of argument, let's say) to ASA (American Staffing Association) standards and all employees will have to acquire CPC (Certified Placement Consultant) and AIRS designations. Outsourcing and commoditization will force the long overdue issue of standardizing the recruiting industry.
Headhunters
Let’s step back for a moment and take a look at the things from the third party recruiters’ perspective. Commoditizing of recruiting services will certainly be a bad news for some. Same was the nuclear winter for dinosaurs. It is only natural that anyone who fails to evolve and adjust to a new environment will most likely perish in to obscurity. On the other hand, those embracing the changes will prosper.
But third party recruiters’ should not look at commoditizing of recruiting services as a threat, rather as an opportunity. Peeling of the business process and outsourcing its menial components will create an increased need for recruiting experts who will provide those critical services like relationship building, negotiation, strategic evaluation and selling. That type of expertise will be available only at premium rates.
Third party recruiters’ will improve their bottom line by taking advantage of next generation support tools and services that will be free or very inexpensive. This will enable them to focus on core aspects of recruiting process, where there is no low cost substitute. Outsourcing and commoditizing of recruiting services will certainly improve overall profitability of top performers in recruiting industry since they will be doing more business at lower overhead cost.
RecruiterGenie.com
Several centuries ago due to new technologies and discoveries, stock and commodities exchanges arose. Similar forces are currently inducing the commoditization of recruiting have created RecruiterGenie.com.
This web based platform gives recruitment professionals and hiring managers the ability to work smarter and increase productivity. RecruiterGenie.com assists employers in the building of companies by streamlining talent acquisition through third party recruiters thus creating the trading platform for the job market we mentioned earlier. By taking an advantage of free market economics and adjusting the fee accordingly, hiring managers can control delivery turnaround time, quality of referrals and cost per hire.
RecruiterGenie.com also enables third party recruiters to benefit from recruiter-to-recruiter exchanges that facilitate matching job orders and active candidates held by other recruiters within RecruiterGenie.com. By working together recruiters can increase their efficiency through building of strategic partnerships. This will ultimately result in expansion of their reach and increased quality of service.
Recruiting firms and corporate recruiting departments should start thinking seriously about running their business by
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