• Read Today's Bugler.
• Download:   Integrated Employment Branding Presentation
• Download:   Roses in the Thornbush: How Marketing Can Leverage the Value of Recruiting                     and How Recruiting Can Leverage the Value of Marketing   

Much of the real value extracted from Human Capital comes from the internal machinations involved in assignment, reassignment, utilization, assessment and development. While Recruiting is an extraordinary gateway function, its utility as a key component of strategy is variable: stronger in up times, weaker in down times. When cost savings is the issue, Recruiting is not the answer.

Any fully featured, business cycle responsive Human Capital Management system must have cost savings and personnel optimization strategies embedded in the product.

Ask most Recruiting professionals what the complement of Recruiting is and they'll mumble something about outplacement. Internal and external alike, Recruiters sort of wash their hands the moment a new hire has begun to be absorbed by the organization. (There's some interesting research on the impact of newcomers on culture which might shed light on expanded downstream roles for Recruiters.)

These are the tough questions that follow the implementation of a real Recruiting system. The answers won't be simple and formulaic. Rather, they'll be culturally biased and context sensitive.

• Zero Risk HR (Retention, Recruiting, Hiring)
• Snag-A-Job
• The James MacGregor Burns Academy of Leadership