(December 12, 2003) - You can feel the heat building:

• Resumix is offering a seminar on creative approaches to the coming labor shortage today at 10PST / 1EST;
• Webhire (nee Restrac) has partnered with the Herman Group to keep their customers informed about the details of the impending crisis;
• With "more than 25,000 subscribers", the Herman Group's weekly newsletter is maintaining the drumbeat about the impending difficulties;
• Rumors of labor shortages in the countries receiving outsourced work are starting to ferment.
• Business 2.0 put the coming job boom on the cover.
• Staffing.org, the powerful coalition of experts and expertise, shifts some of its focus to optimizing the effectiveness of existing employees (read this great article)

Practically speaking, this is another wave of reminders that the Recruiting Department needs to be more like the marketing group and less like HR. It's not so much news as it is an institutionalization of the pressure to change the Recruiting function. If you are in recruiting or running a recruiting operation, it's time to apprentice yourself to a Marketing person.

Over the years, we've had an incredible relationship with Hire.com, rooted in our shared belief that recruiting is fundamentally about relationship development. Ever focused on the quality of the candidate's experience as the fundamental building block, Hire.com has repeatedly raised the bar in thought leadership as it persistently follows its vision of "gracious recruiting." The strength of their product is that it institutionalizes marketing tools and techniques throughout the suite.

It seems like virtually each year brings a new player to the market with low prices and high win rates. Unfamiliar with the dynamics of enterprise installation (and selling to customers who would rather believe a low price than the wisdom of their organizational experience), these new players tend to suck the oxygen out of the competitive environment. Of course, next year their customers will be hiring consultants to fix the problems that any experienced provider would have forecast.

As Hire.com adjusted to this odd rhythm in our space, they have made a solid commitment to continue to provide thought leadership in the industry.

Today, we're releasing the latest product of that commitment. Our new white paper, Roses in the Thornbush: How Marketing Can Leverage the Value of Recruiting and How Recruiting Can Leverage the Value of Marketing is available for you to download. The paper evaluates the relationship between Marketing and Recruiting functions and provides to do lists for both Recruiting Managers and their Marketing counterparts.

Download a copy today and send it over to the local Marketing person. The paper provides a framework for dialog that will result in increasingly effective relationships between the Marketing and Recruiting function. The net for both is better results.

As always, it is a pleasure and a privilege to work with the Hire.com team.

John Sumser

TopUSAJobs.com
Generalist Candidates visit Generalist Boards.
Top Candidates visit Top Specialty Job Boards, including:

Accounting/Finance  .......  jobsinthemoney.com
Call Center  ....................  CallCenterJobs.com
College Graduates  .........  CollegeGrad.com
Engineering  ...................  EngCen.com
Executive  ......................  NETSHARE.com
Hispanic/Bilingual  ..........  LatPro.com
Logistics  v.....................  JobsInLogistics.com
Manufacturing  ...............  JobsInMFG.com
Mortgage/Real Estate  ....  MortgageBoard.com
Retail  ...........................  AllRetailJobs.com
Tax Specialists  .............  TaxTalent.com

---

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

---

Contacting Us: