Comments on: Five Scenarios for the Future of Recruiting 1 http://www.hrexaminer.com/five-scenarios-for-the-future-of-recruiting-1 Fri, 30 Jul 2010 14:19:43 -0800 http://wordpress.org/?v=abc hourly 1 By: Notes from the Frontline: Emerging Trends in Recruiting | Monster Thinking http://www.hrexaminer.com/five-scenarios-for-the-future-of-recruiting-1/comment-page-1#comment-171 Notes from the Frontline: Emerging Trends in Recruiting | Monster Thinking Mon, 05 Apr 2010 17:43:58 +0000 http://www.hrexaminer.com/?p=560#comment-171 [...] who have grown in the past two years. In fact, I’ve heard estimates that the profession is up to 50% smaller than it was only 18 months ago. That means when the rebound occurs (and I think it’s already [...] [...] who have grown in the past two years. In fact, I’ve heard estimates that the profession is up to 50% smaller than it was only 18 months ago. That means when the rebound occurs (and I think it’s already [...]

]]> By: Total Picture Transcript: Five Scenarios | HR Examiner with John Sumser http://www.hrexaminer.com/five-scenarios-for-the-future-of-recruiting-1/comment-page-1#comment-107 Total Picture Transcript: Five Scenarios | HR Examiner with John Sumser Thu, 25 Feb 2010 17:36:56 +0000 http://www.hrexaminer.com/?p=560#comment-107 [...] Five Scenarios: I Introduction [...] [...] Five Scenarios: I Introduction [...]

]]> By: Five Scenarios For The Future Of Recruiting: VII. The Pandemic | HR Examiner with John Sumser http://www.hrexaminer.com/five-scenarios-for-the-future-of-recruiting-1/comment-page-1#comment-105 Five Scenarios For The Future Of Recruiting: VII. The Pandemic | HR Examiner with John Sumser Thu, 25 Feb 2010 12:48:51 +0000 http://www.hrexaminer.com/?p=560#comment-105 [...] Five Scenarios: I Introduction [...] [...] Five Scenarios: I Introduction [...]

]]> By: Five Scenarios for the Future of Recruiting 6: Invasion of the Shallybots : ERE.net http://www.hrexaminer.com/five-scenarios-for-the-future-of-recruiting-1/comment-page-1#comment-69 Five Scenarios for the Future of Recruiting 6: Invasion of the Shallybots : ERE.net Thu, 18 Feb 2010 15:45:56 +0000 http://www.hrexaminer.com/?p=560#comment-69 [...] Five Scenarios: I Introduction [...] [...] Five Scenarios: I Introduction [...]

]]> By: Five Recruiting Scenarios 5: Guild Cities | HR Examiner with John Sumser http://www.hrexaminer.com/five-scenarios-for-the-future-of-recruiting-1/comment-page-1#comment-65 Five Recruiting Scenarios 5: Guild Cities | HR Examiner with John Sumser Fri, 12 Feb 2010 03:11:34 +0000 http://www.hrexaminer.com/?p=560#comment-65 [...] Five Scenarios: I Introduction [...] [...] Five Scenarios: I Introduction [...]

]]> By: Five Recruiting Scenarios 4: The Future Matters | HR Examiner with John Sumser http://www.hrexaminer.com/five-scenarios-for-the-future-of-recruiting-1/comment-page-1#comment-54 Five Recruiting Scenarios 4: The Future Matters | HR Examiner with John Sumser Fri, 05 Feb 2010 03:30:45 +0000 http://www.hrexaminer.com/?p=560#comment-54 [...] Five Scenarios: I Introduction [...] [...] Five Scenarios: I Introduction [...]

]]> By: Five Scenarios for the Future of Recruiting 1 | Baitbox.co.za http://www.hrexaminer.com/five-scenarios-for-the-future-of-recruiting-1/comment-page-1#comment-36 Five Scenarios for the Future of Recruiting 1 | Baitbox.co.za Mon, 25 Jan 2010 09:21:19 +0000 http://www.hrexaminer.com/?p=560#comment-36 [...] from The  HRExaminer , looking into 5 scenarios for the future of [...] [...] from The  HRExaminer , looking into 5 scenarios for the future of [...]

]]> By: Shally http://www.hrexaminer.com/five-scenarios-for-the-future-of-recruiting-1/comment-page-1#comment-33 Shally Mon, 18 Jan 2010 23:11:47 +0000 http://www.hrexaminer.com/?p=560#comment-33 Sourcing will take many forms as it has in the past so yes, I agree with you. I believe that the more information is out there the more critical "identification" becomes. However, there are so many data sources and tools already with more being invented daily that there will be a variety of different role definitions for what we now call "sourcing." <br><br>Bottom line, I think the role will evolve to include all that is talent identification, recruitment marketing, initial outreach, and use of emerging technologies. Interestingly this relates very well with my guest post on CruterTalk earlier this month check it out: <a href="http://bit.ly/4puHXQ" rel="nofollow">http://bit.ly/4puHXQ</a> Sourcing will take many forms as it has in the past so yes, I agree with you. I believe that the more information is out there the more critical “identification” becomes. However, there are so many data sources and tools already with more being invented daily that there will be a variety of different role definitions for what we now call “sourcing.”

Bottom line, I think the role will evolve to include all that is talent identification, recruitment marketing, initial outreach, and use of emerging technologies. Interestingly this relates very well with my guest post on CruterTalk earlier this month check it out: http://bit.ly/4puHXQ

]]> By: John Sumser http://www.hrexaminer.com/five-scenarios-for-the-future-of-recruiting-1/comment-page-1#comment-32 John Sumser Sat, 16 Jan 2010 16:39:20 +0000 http://www.hrexaminer.com/?p=560#comment-32 Thanks for the great questions, Jeff.<br><br>The interesting thing about scenario planning is the way it sidesteps detailed predictions. A good scenario forces you to think way outside of the box. <br><br>The questions you raise probably play out differently in different market segments.<br><br>The challenging thing about forecasting the future of Recruiting and HR is that they aren't really professions that use standard practices. They are craft like and, in my opinion, segmented by regional culture and industry requirements.<br><br>That said, both Recruiting and HR tend (with the single exception of commission based recruiting) to measure (and focus on) process rather than results. <br><br>Sourcing is like that. With no direct tie into a business result, sourcing is all about producing lots of stuff in hope that some of it works. Notice how little attention is paid to 'sourcing effectiveness'. That suggests that the fat (sourcing results that don't produce hires) is a likely target for further cost-cutting.<br><br>If the leaders of the sourcing profession are smart, they will figure out how to take on some of the missing pieces, just as you suggest. Being able to apply cultural evaluation to candidates in advance of the selection process would allow sorcers to estimate the likelihood of a good fit in accountable ways. That has direct applicability to onboarding. Sourcing can also be the host for Employment Branding.<br><br>Did you have other areas in mind? Thanks for the great questions, Jeff.

The interesting thing about scenario planning is the way it sidesteps detailed predictions. A good scenario forces you to think way outside of the box.

The questions you raise probably play out differently in different market segments.

The challenging thing about forecasting the future of Recruiting and HR is that they aren't really professions that use standard practices. They are craft like and, in my opinion, segmented by regional culture and industry requirements.

That said, both Recruiting and HR tend (with the single exception of commission based recruiting) to measure (and focus on) process rather than results.

Sourcing is like that. With no direct tie into a business result, sourcing is all about producing lots of stuff in hope that some of it works. Notice how little attention is paid to 'sourcing effectiveness'. That suggests that the fat (sourcing results that don't produce hires) is a likely target for further cost-cutting.

If the leaders of the sourcing profession are smart, they will figure out how to take on some of the missing pieces, just as you suggest. Being able to apply cultural evaluation to candidates in advance of the selection process would allow sorcers to estimate the likelihood of a good fit in accountable ways. That has direct applicability to onboarding. Sourcing can also be the host for Employment Branding.

Did you have other areas in mind?

]]> By: John Sumser http://www.hrexaminer.com/five-scenarios-for-the-future-of-recruiting-1/comment-page-1#comment-31 John Sumser Sat, 16 Jan 2010 16:26:59 +0000 http://www.hrexaminer.com/?p=560#comment-31 The interesting thing that I saw is a very large company that allows its recruiters to act like third party players for internal mobility. That means no asking of permission from the department head before recruiting ahigh potential player into a new job.<br><br>This is not more of the same old ‘teach recruiters to act like headhunters’ in outside matters. It’s leveling the playng field in the market for internal candidates.<br><br>It’s an exercise in demonstrating that employees work for the company, not the department. It creates an internal talent market that is open and competitive. Internal recruiters are not used as a buffer against competition.<br><br>I think it’s a remarkable idea and I haven’t heard of anyone doing anything like it. The concept turns succession planning, job rotation, and other standard HR functions on thier head.<br><br>Recruiting will transform itself with ideas like this. The interesting thing that I saw is a very large company that allows its recruiters to act like third party players for internal mobility. That means no asking of permission from the department head before recruiting ahigh potential player into a new job.

This is not more of the same old ‘teach recruiters to act like headhunters’ in outside matters. It’s leveling the playng field in the market for internal candidates.

It’s an exercise in demonstrating that employees work for the company, not the department. It creates an internal talent market that is open and competitive. Internal recruiters are not used as a buffer against competition.

I think it’s a remarkable idea and I haven’t heard of anyone doing anything like it. The concept turns succession planning, job rotation, and other standard HR functions on thier head.

Recruiting will transform itself with ideas like this.

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