Today, a single job ad on a single service is a singular waste of that same $100. A simplistic conversion of existing Recruitment advertising from Print to online will result in observable cost savings. But, the results available from either traditional print advertising or online services have declined seriously over the past decade. The actual cost of obtaining the same results as last year have risen significantly. The core reason for the emergence of the Job Advertising Distribution Companies (JADs) is that they are able to provide the research, intelligence and reach needed to recapture the results available in years gone by.

Ads alone do not make a comprehensive eRecruiting play.

The real cost of implementing a modern recruiting methodology in a given company is precisely the cost of changing the process from reactive to proactive. Needs anticipation, the central feature of a well planned recruiting endeavor, involves outreach and data collection within the organization and in the business development process. Simply staffing the participation in these activities, let alone building a system that reconciles the various needs and the likelihood that they are realistic is an enormous challenge. The tracking systems, sourcing inventories and communications systems required to implement a proactive approach are to put it mildly, significant.

Additional costs include the loss of key HR personnel who insist that the new way is impossible. Training programs, processes and procedures have to be developed describing the new approach. As an analogy, the cost of introducing eRecruiting in a comprehensive way is the same as the cost of renovating an historic building. Often, it's twice the value of the existing structure. (Cynics will giggle and say that 2 times nothing is nothing.)

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Tuesday, March 19, 2002

Today's Workforce Realities:
Towers Perrin Study Uncovers Talent Management Challenges

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