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Casual Articles - Whatever Happenned To Recuiters?
Though various reasons are attributed for starting a business the main reason without any doubt is to make money. People who start a business know very well that they can never become rich by working for someone else all life long.To start a business and run it successfully, a range of essential entrepreneurial skills are necessary. If success is what you are after, then it stands to reason that you possess most of the essential skills or acquire them before you commence your business especially if you want to run the business yourself.The other alternative will be to take in a partner or employee who possesses a particular skill or the skills that you are deficient in.What then are the essential entrepreneurial skills the business entrepreneur should possess?1. Planning Skill.Proper planning is the fundamental first step you should undertake when you consider starting a new business. Feasibility of the business, marketing of the product, local competit
Ladies and gentlemen, welcome to the age of Convergence.
*ATS systems becoming CRM solutions
*CRM solutions becoming ATS systems
*ATS/CTS solutions with Hiring Manager portals
*Previous standalone screening tools integrating with ATS/CRM solutions
*Job boards becoming ATS solutions with referral tools
*Resumes and bios becoming living blogs
*Meta search tools now becoming Meta bots for candidates and companies alike
*Screening tools for companies becoming screening tools for candidates that collect information about companies/projects that meet specific needs
*Mass emailing tools becoming personalized relationship building solutions that only push out relevant targeted content.
*Many solutions becoming one!
Chicken Little said that the sky was falling and I suspect that some reading this piece will believe that I am his disciple. Not so. The folk-hero John Henry died when challenging automation with physical man power and I choose not to. Our industry is on the brink of irrevocable change that we can all play a part in, adapt to and thrive accordingly. After all, at the end of the day, recruiters are in the service industry and technology is just the facilitator. There is a bright light at the end of the tunnel and I am convinced that it is not a rushing locomotive.
For those of you that thin
Have you ever seen all the illegal aliens at the local car washes? Did you know that they are completely exploiting that labor? They are and do you know how they do it? Simple really they tell all the illegal aliens to come to the car wash at opening. Then they put them on the clock as the place gets busy you see.Next if the business gets slow they start taking people off the clock. The illegal aliens hang around hoping it will get busy. Many are paid in cash under the table, not withholding taxes, social security, nothing. You see the car wash can do this as they are in a cash type business.Many of these illegal aliens are paid whatever the owner in the area can get away with. Sometimes these illegal aliens work there for a while until a local Contractor hires them away. It is if you will a “Stepping Stone” type job for the illegal alien who has no local connections and has newly arrived here, after breaking the law and sneaking over the border. But they find comfort in an
Sally Newyear is a Project Manager operating in a Fortune 500 company that produces widgets. She was assigned to control the production of 1,000,000 widgets by the end of the quarter; not a problem with sufficient help. Sally logs into her PC and clicks the “Recruiting” icon. A holographic window displays the status of a request made three days prior. Five candidates are scheduled for phone conversations with her on Friday. The top candidate meets 98% of her requirements (technical acumen, compatible career path, likelihood of success and references from inside her organization.) with the fifth best candidate meeting 86% of Sally’s necessities for the position.
Pardon the pun, but Sally was a “happy” Newyear. A mere five years ago, such a recruiting feat would have been unlikely for the same position. It was then that the status quo would have been to expect a nine month turnaround; even using the resources of a dedicated recruiter, it was unlikely that so many candidates would have been identified and qualified to the degree that they are now. Sally sits back, smiles and thinks to herself, “Where was this technology 10 years ago? This looks like the fourth (so-called) difficult job this month that is going to be filled in less than 2 weeks!”
In the post-bubble era that we operate in now, Recruiters deflect such possibilities as the by-product of organizations that deem staffing with the indifference so many job seekers share. Recruiters are a necessary evil; a Godsend for the unemployed, underemployed or unhappily employed, but an annoyance otherwise. The technological building blocks to change these perceptions are in place and promises to evolve beyond the beta phase of today. What keeps it from coming into fruition sooner than the 2012 scenario is the rapidly changing job market and the evolving job seeker.
The day of passive and active candidates has gone. Candidates now work under market conditions which are project driven. They move from position to position, project to project (both internally and externally within a company) based on skills, areas of interests and company requirements. Additionally, permanent employees become a rare breed for any company as the general mindset of the future worker is that “I work for me” on “Your property or time.” Benefits such as Healthcare, Stock Options and so on have become the growing turf of Benefit Providers. Furthermore, the more savvy employees have taken to hosting videos on their blogs to serve as commercials for their talent. The employee has in effect, converted himself into a consultancy for hire.
So how does this hiring Utopia operate? Well from the job seeker side, candidates will no longer be sold on an opportunity or a company only (although that will play a part). Due to the labor shortage, job seekers can afford to be picky because they can literally work anywhere (thanks to the growing dominance of telecommuting). The job seeker of the future makes value-based employment decisions. To assist them with their considerations are customized “Bots” (online automated search robots searching the web 24x7) who never sleep. They gather, collect and analyze data from a variety of online sources and then present them to candidates who have elected to receive such data from their secured online job center administered by The Department of Labor. The data that these bots gather derives from such sources as: Video and Radio commentary on the company (made over public airwaves), Employee blogs, “Best Company To Work For” ratings, Lawsuits pending and resolved, Citations in Research Journals – if applicable, History Of Layoffs, Community Involvement, Standard of Living for the location of the company, Compensation Comparison to rival companies and quotes from News sources.
From the perspective of Sally Newyear, company bots are able to scout for talent based on the academic history and personality of a candidate (covering grades, interests and ambitions recorded from highschool through college or trade school, as college enrollees have diminished greatly), core talents of a candidate (as to ascertain what skills are transferable), work history, extra-curricular career related activities and a personal career path that is reviewed, updated annually and maintained by the Department of Labor. Armed with this data, companies are able to match the needs of their business months and (often) years in advance of the actual need. Imagine receiving an email from an enterprise that says, “Congratulations on your straight-A report card and getting accepted into the Young Engineers of America Association. Please keep up is mind when you enter college and begin to consider internships. By then, we would have figured out Quantum Physics and will need your help in developing “Star Trek” teleportation technology. Go Soaring Eagles!” (Of course, “Soaring Eagles” is the mascot of your high school.)
If you are thinking that this is just a cold Orwellian view of the future with no inkling of personal relationships, then you would be wrong. Relationships still flourish between candidates, companies, and hiring managers though the uses of personal networking tools. Add to that consistent permission based 1 x 1 marketing and you have a process that proactively builds relationships and pushes out useful content to all concerned. The future of technology is to act as a facilitator, the saver of time and the weeding out of the noise. This frees up both candidate and company to invest in what is really important…the relationship.
Like the Darwinian drawing depicting the theory of man’s evolution, the dawn, development and extinction of recruiting (as we know it) is in motion. From desk and phone (to) desk, phone and phonebook (to) desk, phone, phonebook and fax (to) desk, phone and internet (to) desk, phone, internet, ATS, (to) desk, phone, internet, ATS, converging technologies (to) desk, phone, internet, converged technologies, advancing technologies (to) Whatever happened to Recruiters?
Ladies and gentlemen, welcome to the age of Convergence.
*ATS systems becoming CRM solutions
*CRM solutions becoming ATS systems
*ATS/CTS solutions with Hiring Manager portals
*Previous standalone screening tools integrating with ATS/CRM solutions
*Job boards becoming ATS solutions with referral tools
*Resumes and bios becoming living blogs
*Meta search tools now becoming Meta bots for candidates and companies alike
*Screening tools for companies becoming screening tools for candidates that collect information about companies/projects that meet specific needs
*Mass emailing tools becoming personalized relationship building solutions that only push out relevant targeted content.
*Many solutions becoming one!
Chicken Little said that the sky was falling and I suspect that some reading this piece will believe that I am his disciple. Not so. The folk-hero John Henry died when challenging automation with physical man power and I choose not to. Our industry is on the brink of irrevocable change that we can all play a part in, adapt to and thrive accordingly. After all, at the end of the day, recruiters are in the service industry and technology is just the facilitator. There is a bright light at the end of the tunnel and I am convinced that it is not a rushing locomotive.
For those of you that think
There are moments in life when someone says just a few magic words that become powerful beyond the speaker’s imagination.Perhaps this has happened to you. It has to me – twice.The first magic moment occurred in 1972 when my high school science teacher, Stan Rhodes, challenged his students to see who could build the strongest bridge using just a limited amount of balsa wood and glue.On the day of the contest, a serious problem emerged. I knew the span of the bridge could be at least 12 inches, but I got the width wrong. I understood the maximum width was 1 inch. In fact, it was 1.5 inches.While my design was good, my bridge was 33% thinner than all the others. Even so, it came in second place.I was crushed. With an additional half-inch of width, I surely would have won the contest.As I was leaving, Mr. Rhodes pulled me aside and said, ‘Actually, your bridge had the best design. Well done.’I looked up at him, my mood completely changed.<
In the post-bubble era that we operate in now, Recruiters deflect such possibilities as the by-product of organizations that deem staffing with the indifference so many job seekers share. Recruiters are a necessary evil; a Godsend for the unemployed, underemployed or unhappily employed, but an annoyance otherwise. The technological building blocks to change these perceptions are in place and promises to evolve beyond the beta phase of today. What keeps it from coming into fruition sooner than the 2012 scenario is the rapidly changing job market and the evolving job seeker.
The day of passive and active candidates has gone. Candidates now work under market conditions which are project driven. They move from position to position, project to project (both internally and externally within a company) based on skills, areas of interests and company requirements. Additionally, permanent employees become a rare breed for any company as the general mindset of the future worker is that “I work for me” on “Your property or time.” Benefits such as Healthcare, Stock Options and so on have become the growing turf of Benefit Providers. Furthermore, the more savvy employees have taken to hosting videos on their blogs to serve as commercials for their talent. The employee has in effect, converted himself into a consultancy for hire.
So how does this hiring Utopia operate? Well from the job seeker side, candidates will no longer be sold on an opportunity or a company only (although that will play a part). Due to the labor shortage, job seekers can afford to be picky because they can literally work anywhere (thanks to the growing dominance of telecommuting). The job seeker of the future makes value-based employment decisions. To assist them with their considerations are customized “Bots” (online automated search robots searching the web 24x7) who never sleep. They gather, collect and analyze data from a variety of online sources and then present them to candidates who have elected to receive such data from their secured online job center administered by The Department of Labor. The data that these bots gather derives from such sources as: Video and Radio commentary on the company (made over public airwaves), Employee blogs, “Best Company To Work For” ratings, Lawsuits pending and resolved, Citations in Research Journals – if applicable, History Of Layoffs, Community Involvement, Standard of Living for the location of the company, Compensation Comparison to rival companies and quotes from News sources.
From the perspective of Sally Newyear, company bots are able to scout for talent based on the academic history and personality of a candidate (covering grades, interests and ambitions recorded from highschool through college or trade school, as college enrollees have diminished greatly), core talents of a candidate (as to ascertain what skills are transferable), work history, extra-curricular career related activities and a personal career path that is reviewed, updated annually and maintained by the Department of Labor. Armed with this data, companies are able to match the needs of their business months and (often) years in advance of the actual need. Imagine receiving an email from an enterprise that says, “Congratulations on your straight-A report card and getting accepted into the Young Engineers of America Association. Please keep up is mind when you enter college and begin to consider internships. By then, we would have figured out Quantum Physics and will need your help in developing “Star Trek” teleportation technology. Go Soaring Eagles!” (Of course, “Soaring Eagles” is the mascot of your high school.)
If you are thinking that this is just a cold Orwellian view of the future with no inkling of personal relationships, then you would be wrong. Relationships still flourish between candidates, companies, and hiring managers though the uses of personal networking tools. Add to that consistent permission based 1 x 1 marketing and you have a process that proactively builds relationships and pushes out useful content to all concerned. The future of technology is to act as a facilitator, the saver of time and the weeding out of the noise. This frees up both candidate and company to invest in what is really important…the relationship.
Like the Darwinian drawing depicting the theory of man’s evolution, the dawn, development and extinction of recruiting (as we know it) is in motion. From desk and phone (to) desk, phone and phonebook (to) desk, phone, phonebook and fax (to) desk, phone and internet (to) desk, phone, internet, ATS, (to) desk, phone, internet, ATS, converging technologies (to) desk, phone, internet, converged technologies, advancing technologies (to) Whatever happened to Recruiters?
Ladies and gentlemen, welcome to the age of Convergence.
*ATS systems becoming CRM solutions
*CRM solutions becoming ATS systems
*ATS/CTS solutions with Hiring Manager portals
*Previous standalone screening tools integrating with ATS/CRM solutions
*Job boards becoming ATS solutions with referral tools
*Resumes and bios becoming living blogs
*Meta search tools now becoming Meta bots for candidates and companies alike
*Screening tools for companies becoming screening tools for candidates that collect information about companies/projects that meet specific needs
*Mass emailing tools becoming personalized relationship building solutions that only push out relevant targeted content.
*Many solutions becoming one!
Chicken Little said that the sky was falling and I suspect that some reading this piece will believe that I am his disciple. Not so. The folk-hero John Henry died when challenging automation with physical man power and I choose not to. Our industry is on the brink of irrevocable change that we can all play a part in, adapt to and thrive accordingly. After all, at the end of the day, recruiters are in the service industry and technology is just the facilitator. There is a bright light at the end of the tunnel and I am convinced that it is not a rushing locomotive.
For those of you that thin
I believe that business is equal parts of inspiration, hard work and luck. There is a famous saying “ I find that the harder I work, the luckier I get!”To discover what makes a successful entrepreneur – let’s look at what you have to do to start a new company and make it successful. You will need: * Inspiration: to find a product or service that will sell. * Business Sense: to set up and keep your business running smoothly. * Marketing Knowledge: to understand how to package everything together so that people recognize it and more importantly by it. * Determination: to get through the bad times, the trying times and the times when you think that all is lost. * Perseverance: to keep going at the beginning, to get your product in front of the people who will influence or guide your business and not least to sell the new product into a new market. * Flexibility: in order to keep changing and reacting p
From the perspective of Sally Newyear, company bots are able to scout for talent based on the academic history and personality of a candidate (covering grades, interests and ambitions recorded from highschool through college or trade school, as college enrollees have diminished greatly), core talents of a candidate (as to ascertain what skills are transferable), work history, extra-curricular career related activities and a personal career path that is reviewed, updated annually and maintained by the Department of Labor. Armed with this data, companies are able to match the needs of their business months and (often) years in advance of the actual need. Imagine receiving an email from an enterprise that says, “Congratulations on your straight-A report card and getting accepted into the Young Engineers of America Association. Please keep up is mind when you enter college and begin to consider internships. By then, we would have figured out Quantum Physics and will need your help in developing “Star Trek” teleportation technology. Go Soaring Eagles!” (Of course, “Soaring Eagles” is the mascot of your high school.)
If you are thinking that this is just a cold Orwellian view of the future with no inkling of personal relationships, then you would be wrong. Relationships still flourish between candidates, companies, and hiring managers though the uses of personal networking tools. Add to that consistent permission based 1 x 1 marketing and you have a process that proactively builds relationships and pushes out useful content to all concerned. The future of technology is to act as a facilitator, the saver of time and the weeding out of the noise. This frees up both candidate and company to invest in what is really important…the relationship.
Like the Darwinian drawing depicting the theory of man’s evolution, the dawn, development and extinction of recruiting (as we know it) is in motion. From desk and phone (to) desk, phone and phonebook (to) desk, phone, phonebook and fax (to) desk, phone and internet (to) desk, phone, internet, ATS, (to) desk, phone, internet, ATS, converging technologies (to) desk, phone, internet, converged technologies, advancing technologies (to) Whatever happened to Recruiters?
Ladies and gentlemen, welcome to the age of Convergence.
*ATS systems becoming CRM solutions
*CRM solutions becoming ATS systems
*ATS/CTS solutions with Hiring Manager portals
*Previous standalone screening tools integrating with ATS/CRM solutions
*Job boards becoming ATS solutions with referral tools
*Resumes and bios becoming living blogs
*Meta search tools now becoming Meta bots for candidates and companies alike
*Screening tools for companies becoming screening tools for candidates that collect information about companies/projects that meet specific needs
*Mass emailing tools becoming personalized relationship building solutions that only push out relevant targeted content.
*Many solutions becoming one!
Chicken Little said that the sky was falling and I suspect that some reading this piece will believe that I am his disciple. Not so. The folk-hero John Henry died when challenging automation with physical man power and I choose not to. Our industry is on the brink of irrevocable change that we can all play a part in, adapt to and thrive accordingly. After all, at the end of the day, recruiters are in the service industry and technology is just the facilitator. There is a bright light at the end of the tunnel and I am convinced that it is not a rushing locomotive.
For those of you that thin
Hi ... My name is The waitress who gets your coffee is named Jenny. The attendant at the service station is Mike. Vinny is your door man. Nametags make it possible for you instantly know at least another person's name, and opens the door for a personal connection. That personal connection can be the difference that gets you better service and makes for a more pleasant interaction overall. On a cruise, the name badges are engraved plates with a person's name and their home country. Even as technology on ships is becoming so advanced, passengers can remotely connect to their email and office computers, a simple name badge connects the crew with the passengers. One of the hidden benefits of a cruise is learning about South Africa from your waiter while you're dining on fine seafood and steak - all because you know to ask, thanks to the name bade, what it was like to grow up in South Africa. No matter how technology cruises into the future, inexpensive name tags help keep
If you are thinking that this is just a cold Orwellian view of the future with no inkling of personal relationships, then you would be wrong. Relationships still flourish between candidates, companies, and hiring managers though the uses of personal networking tools. Add to that consistent permission based 1 x 1 marketing and you have a process that proactively builds relationships and pushes out useful content to all concerned. The future of technology is to act as a facilitator, the saver of time and the weeding out of the noise. This frees up both candidate and company to invest in what is really important…the relationship.
Like the Darwinian drawing depicting the theory of man’s evolution, the dawn, development and extinction of recruiting (as we know it) is in motion. From desk and phone (to) desk, phone and phonebook (to) desk, phone, phonebook and fax (to) desk, phone and internet (to) desk, phone, internet, ATS, (to) desk, phone, internet, ATS, converging technologies (to) desk, phone, internet, converged technologies, advancing technologies (to) Whatever happened to Recruiters?
Ladies and gentlemen, welcome to the age of Convergence.
*ATS systems becoming CRM solutions
*CRM solutions becoming ATS systems
*ATS/CTS solutions with Hiring Manager portals
*Previous standalone screening tools integrating with ATS/CRM solutions
*Job boards becoming ATS solutions with referral tools
*Resumes and bios becoming living blogs
*Meta search tools now becoming Meta bots for candidates and companies alike
*Screening tools for companies becoming screening tools for candidates that collect information about companies/projects that meet specific needs
*Mass emailing tools becoming personalized relationship building solutions that only push out relevant targeted content.
*Many solutions becoming one!
Chicken Little said that the sky was falling and I suspect that some reading this piece will believe that I am his disciple. Not so. The folk-hero John Henry died when challenging automation with physical man power and I choose not to. Our industry is on the brink of irrevocable change that we can all play a part in, adapt to and thrive accordingly. After all, at the end of the day, recruiters are in the service industry and technology is just the facilitator. There is a bright light at the end of the tunnel and I am convinced that it is not a rushing locomotive.
For those of you that thin
In history, envelopes have been used and proved to be a good packaging medium. They are effective and widely being used for carrying letters, with variation on sizes and shapes. Within your first impression of envelopes, they surely are only being used for its purpose, a pack, protection for mails. Of course, you can always enhance your message to a recipient whether it’s only a business reply envelope, corporate envelope, direct mail envelope, billing envelope, there are endless ways to customize an envelope and envelope printing can enhance its packaging.Envelopes have different sizes and formats. There are pocket envelops and a banker envelopes, the size varies depending on the size of the document inside. Along with quality material, envelops are widely used for handling documents whilst being sent or kept.In helping your business niche, envelopes carry the name of your company or simply have fancy prints to make them look pleasing to any recipient. Here are some of th
Ladies and gentlemen, welcome to the age of Convergence.
*ATS systems becoming CRM solutions
*CRM solutions becoming ATS systems
*ATS/CTS solutions with Hiring Manager portals
*Previous standalone screening tools integrating with ATS/CRM solutions
*Job boards becoming ATS solutions with referral tools
*Resumes and bios becoming living blogs
*Meta search tools now becoming Meta bots for candidates and companies alike
*Screening tools for companies becoming screening tools for candidates that collect information about companies/projects that meet specific needs
*Mass emailing tools becoming personalized relationship building solutions that only push out relevant targeted content.
*Many solutions becoming one!
Chicken Little said that the sky was falling and I suspect that some reading this piece will believe that I am his disciple. Not so. The folk-hero John Henry died when challenging automation with physical man power and I choose not to. Our industry is on the brink of irrevocable change that we can all play a part in, adapt to and thrive accordingly. After all, at the end of the day, recruiters are in the service industry and technology is just the facilitator. There is a bright light at the end of the tunnel and I am convinced that it is not a rushing locomotive.
For those of you that think this is article is too absurd, my apologies for moving your cheese.
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