interbiznet: The Recruiting News

The Recruiting News

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







Find out more
About IBN

Got a news tip?
Tell us at

Our Rate Card



Trends Reports



It is better
to not be on
the web than
to be on and
not know why

John Sumser

is more
it seems.
John Gall


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

Home | ERN | Bugler | The Blogs | Blogroll | Advertise | Archives | Careers

Click On Our Sponsors

CRM Strategy
April 07, 2003) - The success or failure of your efforts will rest on an eternal truth. Programs are great for morale but rarely change anything. If you want to build a secure and reliable supply of talent to ensure that your company adapts rapidly to the labor shortage, the strategy must be installed in the CEO's office. This can not be a one time thing. Either the CEO buys the approach and views it as a critical issue or you should start hunting for another job.

An effective CRM (Candidate Relationship Marketing) Strategy for the development of a stable labor supply rests on several key principles:

  • Employees (past, present and future) are customers and investors.
  • A deeper, more intimate relationship with them will speed the hiring process when others are slowing.
  • The responsibility to bring value to those relationships belongs to the company, not the employee.
  • The goal is to delight employees and make them want to work for the company.
  • Each group (past, present and future) has different interests and requires different technology.
  • The maximum size of the effort is a group 20 times your five year hiring needs. It could be smaller.
  • Communications are tied to identifiable sub-groups.
  • Identify sources of subgroups and recruit for the network.
  • Use everyone in the organization. Provide rewards.
  • Build incrementally but quickly. Demonstrate success.
  • Train Recruiters in Tactics. Train Everyone else in the organization in Strategy and Philosophy.
  • Create a career path for Recruiters with senior players functioning as network managers.
  • Create measurements everywhere.

We think the central actor in these experiments will be a new generation of recruiter who has been relieved of administrative hiring responsibility. Driven by relationships with a specific set of hiring managers, this person builds a network of roughly 500 people (100 per year) who are the labor supply for the next five years. The job is to develop and maintain relationships with people who are excited and qualified. The "super-recruiter" sources and accomplishes background checks (through a subcontractor) but is mostly responsible for having these people immediately available once a hiring determination is made. The super-recruiter brings the hiring cycle as close as possible to zero days by building a supply.

- John Sumser © TwoColorHat. All Rights Reserved.

The interbiznet Bugler

Keep up with the Movement of Talent within the Industry every Friday.

Donna Troisi tracks appointments, placements and calendar events in the Bugler.

Sign-up to receive the Bugler in Email and be sure to drop Donna a line with your company news.

Home | ERN | Bugler | The Blogs | Blogroll | Advertise | Archives | Careers

Contacting Us:
Call, fax, write, email. We'd love to consult with you about your project.

Copyright © 2013 interbiznet. All rights reserved.
Materials written by John Sumser © TwoColorHat. All Rights Reserved.
Mill Valley, CA 94941

Electronic Recruiting News



         - Bugler
           Daily Industry News

         - ERNIE
           ERN in Email


  • BlogRoll
  • Integrated Employment
          Branding Presentation
  • 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


  • BlogRoll


  • Marketing
  • Job Board Future III
  • Blind Wise Men
  • Retention In An Upturn
  • Job Board Future II
  • Job Board Future I
  • Phil Wolff
  • Interrogation
  • Collaborative Groove
  • 5 Years Ago
  • Thank You
  • eRecruiting Benefits
  • Fast Food
  • I-O Pyschology
  • Relationships
  • The Butcher, The Baker
  • The Recruiter
  • Who Is The Audience?


    Stocks We Watch:
    Public Companies
    in Electronic Recruiting


         © 2013 interbiznet.
         All Rights Reserved.

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