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

Blog Network

The In-house Headhunter

Thoughts, vents, wisdom, and whatever else comes to the mind of an experienced Corporate Recruiter.

Penny Wise and Pound Foolish - A Sure Fire Strategy to Unecessary Costs follow this blog post

posted by on June 23, 2009

 

I find it mindboggling that Executives and Hiring Managers are so uncomfortable with new and different ways to go about acquiring talent. Every company I have been with as a Corporate Recruiter thought it strange or too costly to send me to Industry Trade shows, offer referral bonuses, or include me in Marketing or Sales events even if I was exclusively recruiting for those departments.

So here are some great ideas if you want to waste money.

1) Don't offer any referral bonuses. Especially not to your employees. They only come from all of the companies you like to see in people's backgrounds. Rather, call it out to an agency and they can offer a referral bonus and keep the difference.

2) Don't get executive consensus on an opening before you delegate it to recruiting. That way they can waste company time and resources on openings that will never get filled because when it comes to the final interview, someone is going to veto it because they never agreed to hire anyone for that role in the first place.

3) Wait until you are desperate before you are willing to invest in recruiting resources. Besides job boards are a big waste of money anyway. Who googles the job they want when they are looking for a new job? Not me! Purchasing sponsored links?! That's too wierd.

4) Ignore Social Networks. Facespace? Myface? Linktin? Pitter? tweet what? That's just for employees who don't want to work. Let's block 'em.

I could go on for days but I think you get the picture. Sometimes I would rather work for a company that understands the ROI of my suggestions. However, all it takes is for me to search the job boards and see how few Corporate Rectuiter openings are out there, and pay attention to how many 3rd Party people call me a day and realize - ah not so bad. Holla back if you catch my drift.

 

corporate recruiting sourcing
| 1 comment | flag

1 comment

Log in or register to post a reply.

  • 1 point 5 months ago

    Thank you for the comments. I appreciate them and it's nice to hear from fellow recruiters. I don't see 3rd party Recruiters as dreaded. However, I think it's the addiction to the instant gratification that can cripple an executive leadership team when it comes to planning and investing in resources for the heavy recruiting periods. I think that there is a time and place for outsourcing. When cost, time and quality pull against each other and you cannot give on time or quality, then cost goes down in the priority list and then it makes sense to pay the fee and get the right person on board in a shorter period of time. There are other circumstances where it totally makes sense to use 3rd party resources. It becomes wasteful though if you are using a 3rd party because you didn't plan ahead and aren't willing to invest in resources. It's like saying well, since we have a big whole in the boat, we had better buy a bunch of buckets and hire a bunch of people to get rid of the water and the cost of buckets and people costs 3 to 5 times what it would cost to just fix the hole in the boat. Ya know what I mean Vern?