See who is already coming to #socialrecruiting summit in November!

Blog Network

Blogging outside the box

otbc logoThinking does not cause mind pollution!

It doesn't have to be End of Days follow this blog post

posted by on Oct. 6, 2008

The calls and emails have been coming in; the voices imperceptively waiver: The recruiters are nervous. Corporate leaders and naifs are looking out there windows, some even waiting for the call to come. Third party firms are wondering where the callbacks are> Who is Satan and who is the Saviour?

Satan is real and you are the Saviour but you don't know this yet. Satan wants you to be afraid; he wants to cull the herd. Don't let him scare you.

Push for long term planning; get away from your desk and meet them. Anywhere. Anytime. Anyplace. The good ones always need places to meet; offer your company's plushest room and offer victuals and drinks. Don't forget the shwag. Business cards? Forget them - pocket stuffers. Do better.

They're more than just a resume; they're flesh and blood and intellect and emotion. Do you know when they celebrate their birthday? Do you send them cards? Is your CEO truly engaged: Are there monthly meetings with outside HIPOs? Will your CEO make a call?

It doesn't have to be End of Days; but it will if you don't plan and attack.

| 9 comments | flag

9 comments

Log in or register to post a reply.

  • 1 point 8 months ago

    I agree that it can seem this way but in times like these, you DO have to plan. And, they say that need is the mother of invention...

  • 1 point 8 months ago

    I agree that it can seem this way but in times like these, you DO have to plan. And, they say that need is the mother of invention...

  • 1 point 8 months ago

    I agree that it can seem this way but in times like these, you DO have to plan. And, they say that need is the mother of invention...

  • 1 point 8 months ago

    I agree that it can seem this way but in times like these, you DO have to plan. And, they say that need is the mother of invention...

  • 1 point 8 months ago

    I agree that it can seem this way but in times like these, you DO have to plan. And, they say that need is the mother of invention...

  • 1 point 13 months ago

    Sarah- For one, the post was a little tongue in cheek - in fact, it was wholly metaphorical. Two, ending personality but focusing on character and personal integrity. How do you propose recruiters assess character - using their own experiences as to what denotes character and what does not?

    Whether you (the metaphorical "you") believe it or not, the "statistical" predictive model embraced by well designed personality tests is superior in the long run to the predictive "human" model used by people. Google the late "Paul Meehl" and his work at the University of Minnesota"...

    The only way a new beginning can occur if (a) the better recruiters demand a direct link to the top rather and (b) understand the financial side of business at a level that allows them to speak cogently with a CFO.

  • 1 point 13 months ago

    I am actually looking forward to the new reality of relationships in our field. I can't wait to see the end of personality testing and the re-emergence of character and personal integrity. I don't see it as the end of days at all. I see a new beginning with a new focus on how people interact and who they are rather than on how they're typed.

  • 1 point 13 months ago

    Love this Steve. I remember yay back when - you extended your hand to me when I first arrived on ERE, neophyte status. You were a shaman sage then and you're a shaman sage now.

    "...needs to track one outsider every working day..." That does not seem hard.

  • 1 point 13 months ago

    The challenge with times like these is that too many just throw up their hands. Recruiting has become far too "what have you done for me today" at the expense of relationships: We've spoken about this at length so I know how you think about this. The tough part about being at your employer is the lack of any true historical bent towards the long term. As a rule of thumb, I believe every recruiter needs to track one outsider every working day. That's one call or email M-F for about 48 weeks every year; I don't think this is asking too much.