IBN: Defining Excellence in Electronic Recruiting

interbiznet.com

Electronic Recruiting
News

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





 

 

 

 



LIST OF
TECHNICAL
RECRUITERS

LIST OF
EXECUTIVE
SEARCH FIRMS

interbiznet
BOOKCLUB

interbiznet
LISTINGS






OUR HOME





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


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

Room 4 Improvement 6


(March 31, 2006)  Fit is a difficult question full of murky side issues. It's one thing to imagine that a tailor, with complete access to the hidden reaches of your body, can create a perfect fit in a suit. It's another thing to think about the relationship between an employee and employer on those terms.

Like many adult bodies, the employer goes through lean times and, um, less lean times. When things are thin, fit is critical. When things are less thin, fit can be more flexible. How the employee and employer interact as a system is almost entirely a function of the organization's fate in the economic cycle.

Many voices, ranging from the industrial psychologists to the search algorithm enthusiasts, suggest that the output of the Job Boards could (and should) be improved by addressing the "fit" question. The hard thing is that the definition of fit is a moving target. Particularly in knowledge work enterprises, the best employee this month may be maladaptive next month. While assembly line workers might be measured for fit (and some retail workers), the vast majority of the work force hold jobs that are unique to their circumstances.

In other words, "fit" is a red herring on one level. It's an idea left over from the days when employment lasted long enough for it to matter. It's a marketing concept used to deliver sketchy services and plausible deniability.

In the knowledge economy, the initial job is a gateway to the company. The likelihood that the job bears deep resemblance to the initial job description is very low. What really happens is that the early phases of the employer - employee relationship are all about sizing each other up and adjusting to the realities of the relationship. If the relationship survives the first project, fit becomes an interesting issue.

The next issue raised about job boards is the Reach question. That is, how do you reach the people that job boards can't or don't. For an interesting perspective on this question, see Michael Kelemen's article on Microsoft's sourcing techniques.

We asked Hans Gieskes (founder and CEO of H3.com) to think about the job board issues we're covering. A long term industry player, with stints at the head of Monster, he says:

Spot on – I've made similar comments to journalists when they asked me to say negative things about job boards.

My position has always been:

1. It's unwise for a start-up to announce the early demise of 800 pound gorillas, because they can squash you and have the last laugh. They can afford to get it wrong and try again, most start-ups do not have that luxury, their CEOs in particular! …

2. Yes, there are faults in their system, but name one sourcing methods that is without fault. I think the major job boards have the resources & talent to fix these things, but do they have the imagination - that's the question. They have been conditioning their customers with lots of "mosts", i.e. most resumes, most jobs, but never with the "right" jobs and right size shortlist ...

3. Job boards are now the wall paper of every recruiting campaign with annual subs that get renewed, benefiting from the fact that canceling often reqires more energy than renewing. Nobody ever got fired for posting jobs on Monster.com. It is just like placing ads in newspapers in the nineties. Newspapers were slow to start fixing things, but ended up owning Careerbuilder, Indeed.com. They also have a new chance to excel with localized job boards with heavy doses of local social networking …

Totally agree that we'll never be East Germany and have only one tool / one flavor for everything. The key thing that has changed is that employees are now increasingly aware of how (electronically) networked they are, what the demographics are in their area and exactly what their value is, which means that both persuading them to interview and refer will get more costly …

So employers and recruiters be nice, be honest (both pay in the long run) and roll up your sleeves or find another profession …

Have a good weekend.

 John Sumser . - . Permalink . - . Today's Bugler

Don't forget to check out the blogs on bert.

New Special Editions:
 Talent Management Special Edition (PDF)
 Demographic Surprises Report (PDF)
 Trends In The Changing Workplace

Click On Our Sponsors


Recruit Online With the Leading Job Board for the Staffing Industry

For 10 years Net-Temps has been providing online services to staffing companies - exclusively. We bring you the temp, temp-to-perm and permanent candidates who enjoy working with you for job placements.

  • Reusable job slots make posting easy and flexible
  • Search over 270,000 fresh resumes every month
  • Candidate Manager to help move them through the screening and placement process
  • Locate candidates locally, regionally or nationally
  • Resume search agents
  • ... and more!
Target your recruiting for better results!

Visit http://www.net-temps.com or call 800-307-0062 for details.


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

Contacting Us:
interbiznet, Mill Valley, CA 94941
415.377.2255
colleen@interbiznet.com

Copyright © 2013 interbiznet. All rights reserved.
Materials written by John Sumser © TwoColorHat. All Rights Reserved.

To receive this Newsletter in Email each weekday, please use the form on the linked page.
If you have any problem with this form please click on the link below and enter your email address:    SUBSCRIBE      Thank you.

Click On Our Sponsors

Electronic Recruiting News
  


     FEATURES:

  • EMAIL NEWSLETTERS:
         - Bugler
           (Sign-up)
           Daily Industry News

         - ERNIE
           (Sign-up)
           ERN in Email

         RESOURCES:

  • 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







         ADVERTISING:

  • Our Rate Card
  • Demographics



         RESOURCES:

  • BlogRoll
         RECENT ARTICLES:
  • Room 4 Improvement 6
  • Room 4 Improvement 5
  • Room 4 Improvement 4
  • Room 4 Improvement 3
  • Room 4 Improvement 2
  • SE: Talent Management
  • Room 4 Improvement 1
  • Open Source ATS
  • Out Of Synch with IT
  • Write A Want Ad
  • www.mgs.jobs
  • SE: Demographic
  • Tony Lee
  • Emergent Properties
  • Even More Metrics
  • Traffic Myths
  • The Bugler
  • SE: WorkplaceTrends.
  • Traffic and Measurement
  • Come Back
  • BoB
  • Thanks for the News
  • Jane
  • What's Ethical?
  • Trucking
  • Tusk
  • BuildIing & Seeding 4
  • BuildIing & Seeding 3
  • BuildIing & Seeding 2
  • BuildIing & Seeding I
  • HC Management

         ERN ARCHIVES

    Stocks We Watch:
    Public Companies
    in Electronic Recruiting


     




         © 2013 interbiznet.
         All Rights Reserved.

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