A new mobile sourcing application is having its coming out party today.
Over the past few months I’ve been describing a new approach for determining quality of hire, and using changes in this to justify any new expenditures on an ROI basis. While the methodology is pretty slick, the pushback is coming not from the process, but from the idea that HR/recruiting is responsible for quality of hire at all.
The Recruitosphere is undergoing significant change, and one of those changes just announced was the acquisition by ERE of the only sourcing conference event of its kind: SourceCon. ERE is no stranger to acquiring bright and shiny pieces of the Recruitosphere; the present event was foreshadowed by the purchase of the three-decade-old Fordyce Letter , widely considered to be some of the best information for the search and placement industry.
Carmen Hudson recently highlighted SearchOnTheGo as an iPhone application with real value for recruiters. While it is a handy tool for completing CV searches on Google, the essence of the program is that it creates ‘complex’ searches through a point-and-click interface.
Jobvite is introducing what I hesitate to call a new sourcing tool, only because the term doesn’t really do it justice. Google is a sourcing tool, but while it may get the job done, how long will it take to sift through the results? Jobvite Source is more of a blend of the best attributes of ZoomInfo and Broadlook with access to the social networks as well as the entire Web
“Apply or Goodbye” is a great metaphor for a transactional recruiting process. Sadly, “apply or goodbye” seems to be the end result with most recruiting processes. Everything seems to be about a transaction—filling the open requisition. If a prospect is qualified and interested, then they are moved through the process. If they are not qualified, then at best, they receive a letter of rejection.
You cannot step twice into the same river; for other waters are continually flowing in. — Heraclitus There’s a huge controversy that raises itself now and then here in the Recruitosphere and that’s the idea that one type of candidate (passive) is better than the other (active). The thinking goes along the lines of “If they’re looking, there must be a reason they’re looking!” There’s probably something wrong with the guy.
A small trickle of new jobs will cause a tidal wave of unexpected replacement hiring. Here’s why you need to get ready now. Hopefully, it’s not too late. In a recent ERE article , I made the point that “employment churn” (fully employed people switching seats) will increase dramatically three to four months before any pickup in overall employment. This unplanned spike in voluntary turnover will leave many companies ill-equipped to handle the surge, since most are not considering replacement hires in their new hiring forecasts as a big item.