From This time Last Year

On September 6, 2012, in HRExaminer, by John Sumser

From This time Last Year - by John Sumser - HRExaminer

The real legacy of this temporary social media era is that with more choice comes more decision making

Market complexity is the normal condition of the Recruiting and HR  Industry. With warring factions, cultural differences, regional biases, profession driven sales techniques and 50 Million annual customized transactions, it is not surprising that no company has ever owned more than 4% of the domestic American marketplace.

It is difficult to explain the recurring expectation that the Internet will somehow change the historical foundations of an industry, it sounds hard to understand but it’s actually easier than playing video games with elo boosting services. In all of the successful Internet plays to date, the roots of industries remain unchanged. For the most part, the Internet has been a revolution in distribution, not production. Inventory is more accessible and choice broadens.

The real legacy of this temporary social media era is that with more choice comes more decision making

The Recruiting marketplace is huge and expanding rapidly. As the value of employees increases, driven by labor shortages, skill shortages and geographic displacement, the amount of money budgeted for Recruiting transactions increases. It really is that straightforward.

So when someone forecasts a change in recruiting driven by decreasing costs, look very closely.

While the hiring tactics of Silicon Valley (and other high tech regions) dominate the news, there are profound changes at work in even the most non-technical companies. In order to meet labor demands in rural areas, staffing companies are operating bus lines. Stodgy specialized regional employers are expanding education benefits beyond the traditional boundaries of the company. Some technology firms are building what are essentially company towns in order to control the output of the local education system.

The poorly covered immigration wave (which  is larger numerically than any historical precedent) demands in house language and literacy development training. Only a sustained immigration and absorption program will begin to solve the draconian shortages we face in the pure number of bodies available for work at certain levels of the economy. They just don’t get much air time.

It’s one of those historic moments. Labor surpluses and shortages across the economy. Lots of bodies but few of them in the right place at the right time with the right skills. Technology driven dislocation. Capital driven dislocation.

The economy is going to remain stalled or declining until consumers regain both cash and confidence. While Recruiters (and HR pros) have little influence about job growth, we are in a position to generate ideas. As a profession, we know things that could be used to help the change.

Where are out professional associations?



 
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