This is an intentionally OPEN question, and I am seeking brutally-honest feedback.
I am reading Ram Charan’s Know-How: The 8 Skills That Separate People Who Perform from Those Who Don’t, and I admit it’s got me thinking.
… really thinking.
Just getting into it now, but I am deeply curious about exactly what’s going on out there in the minds of business-owners and hiring managers working hard to staff their IT and IS departments. Surely, if any industry needs to watch for fast-moving changes driven by technology, it’s technical recruiting. In other words, how is the business of recruiting and hiring technically-savvy people changing… or how should it change?
- Are there ways you (as a business person or as a job-seeker/candidate) consume or collect information about people/companies that you wish your recruiter would use?
- Are there tools/procedures that would simultaneously:
- Increase your desire to use professional recruiters
- Deepen our value to your business-needs, enabling better relationships and better ROI/recruiting-dollar you spend?
- Question: The iPod changed music consumption/media buying, and Google Ads changed media buying. What’s the killer-app for next-gen recruiting going to be?
- Facebook/LinkedIn and the rest social networks are tools, but they don’t RECRUIT. I will have a hard time buying “facebook!” as an aswer here.
- Many companies in this area have an “HR Generalist” that handles recruiting among the 15 other full-time jobs they hold. This usually means hiring managers are left with DIY recruiting if they really want to find someone right and soon. But… why!??
- Aren’t you better serving your company and customers by doing your job, not recruiting?
- Isn’t it much cheaper for your company to spend a one-time recruiting fee versus 4-6 weeks of your salary being spent on
- So, what are the critical factors keeping you from outsourcing your recruiting needs?
I look forward to your comments!