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The Future Is Now

(May 7, 2003) -- We get chided, from time to time, about being too 'farsighted'. Our integrated approach to recruiting, they say, cannot be executed in a resource constrained environment. You might recall system we described as
"5 Planes Of High Performance Recruiting".

The idea is simple. In order to recruit effectively, you must know two things:

  • The numbers and types of people you are going to need (demand - workforce planning)
  • The reasonable sources and costs of those people (supply - labor market realities)

With these two details under study (they can always be refined), it is possible to begin to develop a real employment brand. Employment Branding is the term we use to describe the core strategy that allows you to extract the people you need from the available supply. It is a competitive differentiation strategy.

It is both possible and reasonable to create an environment that supplies the right worker, when needed. Hiring managers should expect this 'right of choice' as the standard output of a recruiting department. It is not a futuristic view. It is the difference between companies with proactive recruiting departments and their less successful competitors.

Like most interesting benchmark business practices, High Performance Recruiting requires an ongoing planning process that considers the evolving problem, the changes in supply and the strategic response. In other words, an Employment Brand is a living thing that responds quickly to changing circumstances.

- John Sumser, © TwoColorHat. All Rights Reserved.


Your ATS is a brand-building machine,
according to Jeremy Shapiro

Applicant tracking systems (ATS) are about managing candidate flow, right? Most people assume you invest in an ATS to build a talent pipeline, boost a recruiter's effectiveness, and lower cost-per-hire.

But according to Jeremy Shapiro, Senior Director of e-Recruiting Solutions at Bernard Hodes Group, an ATS can have a major impact on your employer brand, as well as on the relationship you're trying to build with active and passive candidates.

In Shapiro's mind, how an ATS is designed and integrated into your candidate-care program can be the difference between a talent pipeline bursting with potential-or one that's dripping a slow death. Read our full interview with Shapiro at: http://www.hodesiQ.com/branding


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