IBN: Defining Excellence in Electronic Recruiting


Electronic Recruiting

Our Rate Card

Please Click On Our Sponsors

Please Click On Our Sponsors

Recruiting News for the Human Resource Professional

Please Click On Our Sponsors

Please Click On Our Sponsors

Please Click On Our Sponsors

Please Click On Our Sponsors




Click On Our Sponsors

Click On Our Sponsors







The Electronic Recruiting News is a Free Daily Newsletter For Recruiters, HR Managers, Advertising Agencies and Clasified Advertising Operations

Click OK to subscribe to our free print and email Newsletters

  • (New Offer) Prepublication Offer for the 2002 Electronic Recruiting Index. Order Today!
  • 2002 ERI ATS Buyers' Survey Executive Summary (requires Acrobat),
  • Read the interbiznet Bugler or sign-up now and have it delivered to your mailbox.
  • Interested in Advertising? Contact Us

    Social Contract

    January 22, 2002 - We talk about it all of the time but it never quite seems real. By 2007, if growth remains as sluggish as it was last year, there will be 10,000,000 more jobs than workers in the American economy. As a percentage of the workforce, the situation will be worse in all of the countries we'd be likely to tap (except India). 

    We quickly adjust to some things. It wasn't all that long ago that a visit to a "filling station" included a somewhat friendly greeting, a windshield wash and the filling of the gas tank by a person. Self-service, now considered the norm came as the result of intersecting trends. As gasoline costs rose in the 70s, one way to save a little per gallon was to fill the tank yourself. The gas station attendants were usually from the pool of mechanics who fixed the cars of customers. As car quality improved and the tools required to maintain them became prohibitively expensive, the number of mechanics with necessary skills declined. It is now nearly impossible to find a mechanic outside of a dealership and the friendly smiles have been replaced by grumpy cashiers.

    Labor shortages, whether caused by demographics, shifts in quality or technological obsolescence mean that the fabric of our lives changes as a result. In the old days, there was never a chance that you'd turn up in a meeting smelling like gasoline. 

    There are little hints everywhere. It's not so much of an inconvenience to fill your own cup with soda at a fast food joint (although it's irritating that the price didn't fall when we began supplying the labor.) We fill our own cups because labor is scarce in the low end of the status ladder. (See Nickel and Dimed) We will all do little more of this and that as a compensation for missing service help. At some grocery stores in our neighborhood, they already expect us to bag our own groceries. We do our own typing, answer our own phones, make our own copies, self-serve our benefits, and use the net to make our travel arrangements. Unless you are in downtown Manhattan, coffee-to-go means fixing the additives yourself.

    The labor shortage will have more subtle consequences like these in the early days. More buffet lines, more self-service, more additional assembly required, more pick it up at our dock, longer waits, longer lines, less service in general. The acute nursing shortage is liable to result in the certification of family members to provide services in a self-serve hospital. It already has produced shorter hospital stays and higher incidents of hospital generated disease.

    Yesterday, we reviewed Work 2.0, a new book that is sure to be a bestseller. The book focuses on the shifting social contract between the best and brightest and their employers suggesting that an employer is now accountable for ensuring that time wasting crap, whether caused by the bureaucracy or embedded in the tools, is removed from the job. With some justification, the hard to acquire high-end talent is starting to refuse the make-work that has long been understood to be part of the dues paying of large organizational membership. Work 2.0 suggests that these folks need to be treated like investors who get very routine updates on the state of the return on their investment. 

    It's the tip of the iceberg. The very difficult work of acquiring and maintaining the "talent that makes the difference" is going to get harder and more time consuming. Old fogies will see at as the radical reinvention of the term "Prima Donna". The dissonance between old established players and the new, young, privileged "fair haired girls" will rock the internal political structures of older and larger companies. Although we've had some experience with disparities in pay during engineering shortages, walking the line that prevents age discrimination will be the governing mechanism.

    The degree to which employees have a say in the direction and policies of the company is on the line. Because the cost of switching jobs will be so low, the work required to continually re-recruit the workforce will have immediate and measurable payoffs. We're talking about a world in which 20% attrition rates are considered excellent examples of how to do it. We're talking about  doubling and tripling the recruiting staff and budget just to stay even. We're talking about three or four years from now.

    This is the calm before the storm. Once we begin moving people around the economy this time, it will be the beginning of an ever accelerating cycle that just gets harder and faster. The demand for measurable results in service quality and production will increase as the ability to deliver them declines.

    This would be an awfully good time to carefully consider your five year recruiting strategy. What are the demands? What are the sources? How are you going to compete?

    We've just finished the 2002 Electronic Recruiting Index. It provides a number of interesting ways to think about the coming challenges. From design guidance for corporate employment sites to a review of Job Board In a Box providers, from Trend Analysis to Market opportunities, it provides a frame of reference for thinking about the next steps.

    - John Sumser


    "Niche Job Sites are more effective" - Forrester Research study
    Tired of getting 'Quantity' when all you really want is Quality?

    Use these top Niche Job Sites and get results:

    For Special Niche Site Promotions click here

    | ERN | Bugler | Advertise with Us | Trends | Book Club |
    Contacting Us:
    Call, fax, write, email. We'd love to consult with you about your project.

    Copyright © 2012 interbiznet. All Rights Reserved.
    Mill Valley, CA 94941

  • Electronic Recruiting News


  • interbiznet Listings
         - Associations
         - ATS Companies
         - Public Companies
  • interbiznet Trends (New)
         - Bugler
           Daily Industry News

         - ERNIE
           ERN in Email

         ANNUAL REPORTS:      

  • E-Recruiting Index (ERI)
         - 2002 ERI
         - 2001 ERI
         - 2000 ERI
         - 1999 ERI
         - 1997 ERI
         - 1996 ERI
         - Report Pricing


  • Integrated Employment
          Branding Presentation
  • 2003 Trends Whitepaper
  • interbiznet Listings
  • interbiznet Trends
  • interbiznet Bookclub
  • Top 100 E-Recruiters
  • Presentations
         - Recruiting Then/Now
  • Recruiter's Toolkit
  • Seminar In A Box
  • ERN Archives
  • 1st Steps In The Hunt


  • Our Rate Card
  • Demographics

    Recently Archived Articles

  • Work 2.0
  • e-cruiting & Performance
  • Databases As Gateways
  • Web Usage
  • Signs of What's To Come
  • How To Compete
  • Love Not Greed
  • Weblogs Again
  • Bad Ad
  • Working Poor
  • Flipping
  • Attraction vs. Promotion
  • Blame The Customer
  • Newspapers
  • EOY
  • 2001 Key Events Part 2
  • 2001 Key Events Part 1
  • Should They?
  • Community
  • How Not To
  • A Small Town View
  • Message Delivery
  • A Hero Retires
  • What's Missing
  • Yahoo II
  • Monetize The Candidate
  • Gen4
  • Wowie:PSFT Gets Merritt
  • ATS Market Shares
  • Buyers Survey
  • 2002 ERI


    Stocks We Watch:
    Public Companies
    in Electronic Recruiting


         © 2013 interbiznet.
         All Rights Reserved.

         Materials written
         by John Sumser
         © TwoColorHat.
         All Rights Reserved.