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







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


Click On Our Sponsors 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


(July 10, 2003) - About 15 years ago, we went to see a Yankees- Red Sox game in Fenway Park. It's a magnificent place and the experience was worth the time invested. We've never been accused of being sports. That was certainly our most recent bit of baseball.

So the following recommendation feels like it is coming out of 'left field'.

Get your hands on a copy of Moneyball by Michael Lewis and devour it this weekend. It's a tremendous read. It's about baseball. More importantly, it's a story about the triumph of rational recruiting over big budget spending. It's a breezy look at what happens when conventional wisdom is shed for a more scientific understanding. It's a meaty source of inspiration as we consider the coming changes in recruiting.

The central character in the story is a fellow named Billy Beane, the general manager of the Oakland As. By rethinking the performance and economic fundamentals of baseball, Beane has been able to consistently deliver nearly the same performance as teams with many times the cash. The trick coupled a deep look at the existing measurements of the game with a view of the whole sport as a marketplace.

Like many industries, baseball is a relatively contained universe. Almost all of the talent is known and quantified. The only way that Beane could prosper was by figuring out how to value the talent differently than the norm. His team (composed of economists, not ball players) ruthlessly analyzed existing information to discover ideas and meanings that were overlooked by the mainstream view.

The central question was "What will be the marginal contribution of player X?" The recruiting strategy asked the question "How do we replace or improve the performance of the team?" not "How do we replace an individual player?" Measurement and a belief in hypothesis testing were the underlying elements of Beane's success.

The recruiting team evolved a statistical method by which a player could be precisely valued for the contribution he was forecast to make. The core measurements were derivatives of baseball's standard statistical set. Opportunities for recruitment became the moments during which a particular player could be acquired for a value far under market potential. By learning how to spot undervalued talent and build on the unacknowledged strengths, Beane's crew singlehandedly redefined the management methods and financial footing for a baseball team.

There's a great scene in which the traditional recruiters are discussing their picks for an upcoming player draft. Beane methodically undercuts each traditional choice while unveiling his personal list of the right talent. The group he proposes do not vaguely resemble traditional baseball talent. It becomes the core of his winning franchise.

There's another telling scene in which all 600 players under Beane's control are listed on one white board. The 1200 players who could possibly be recruited are listed on the other. The recruiting team had some level of statistical insight into each of the names on the lists.

Moneyball is all about questioning your assumptions and replacing them with data. It's about the power of ruthless talent management on the smallest budget in the competitive playing field. It suggests a range of opportunities for the rest of the Recruiting industry to rethink some basic ideas.

Really, get a copy. It's inspirational.

John Sumser

New interbiznet Briefs

interbiznet is now offering single topic reports for the Industry.

The first offerings are:

   The 21st Century Advertising Agency
   Recruitment Branding Part I
   Recruitment Branding Part II - The Mechanics

Email Colleen Gildea for your copy in PDF Format.

View Table of Contents at http://www.interbiznet.com/briefs/.

Order Today. Only $24.95.

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


  • Bugler
  • Ghost Requisitions
  • Good People
  • 8 Good People
  • Funneling
  • What Is Recruiting?
  • More Types
  • Types of Recruiters
  • Blogs II
  • Blogs I
  • London Calling
  • Intentions
  • Traffic Development
  • Pools
  • Random Notes
  • Remarkable People
  • Slow and Steady
  • Site Effectiveness III
  • Shortage Opportunity
  • Site Effectiveness II
  • Site Effectiveness I


    Stocks We Watch:
    Public Companies
    in Electronic Recruiting


         © 2013 interbiznet.
         All Rights Reserved.

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