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Top 10 in 2006 (V1)
(December 14, 2006) This year, we're trying a new approach to the
standard year-end fare. We've asked a number of leaders and bright minds in the
industry to share their take on the 10 most important events and trends in the
past year. You'll get a chance to see what they think over the next weeks.
First in the chute is
We had lunch with Ami in a prototypical
Manhattan diner the first time we physically met him. We'd been hearing from and
about him while suffering the lash of his pen over the past year or so. Ami is
the single most provocative and infectious of the new voices that have emerged
in the blogging fury that has taken center stage in the industry. It felt like a
gathering of old Bolsheviks plotting the overthrow of anything that came up. We
were completely unprepared to like him so much.
Here are Ami's takes on the most important
things in 2006. He' asks and wrestles with tough questions on his blog,
While some argued the so-called "war
for talent" in the U.S. is a cynical marketing ploy being perpetuated by
anecdotal evidence provided by hiring managers suggests that not only
does a crisis exist but it is a problem of
global proportions. In 2006 we continued to count the dead and bayonet
the wounded, many paying more for talent-in-short-supply, waiting longer to
fill jobs for skilled workers.
Business Matters: Kenexa
Moves Up the Food ChaiN
pie grows, so do the appetites of aspiring end-to-end providers. In a
year that saw some interesting acquisitions, Kenexa seemed to be the most
selective in its pickings. Plumping up on
Gantz Wiley Research,
Psychometric Services Limited, Kenexa looks ever more delicious,
reporting revenue of $24.7 million in Q2 06, an increase of 54% over the
same period last year. Sweet.
Help-wanted: Gimme a
Requisition-driven consumerism among
job seekers remains a largely unchanged behavior, befuddling some who
would retool recruitment advertising from an on-demand, media-driven process
to a more sustained, targeted form of attraction. While
SEO all promised something wonderful, in 2006 the majority of would-be
beneficiaries either didn't get it or still don't care.
HR Consulting: A Cottage
A few high-profile practitioners took
an entrepreneurial turn in 2006, going solo. It seems there is growing
demand for "shirt-sleeve" subject matter experts, particularly those who –
in relative terms – give away their know-how for practically nothing. On
the speaker circuit too, it seems their value – not to be underestimated –
comes at little more than the price of room and board.
Big Brother: Who, What
Is An Applicant?
As federal contractors scurried
around to make sure they were in compliance with the OFCCP's
Definition of an Internet Applicant – implementing systems for record
keeping, readying for the dreaded audit – some realized that they may have
failed to meet more widely accepted standards of best-practice recruiting.
As the OFCCP ruling assumed that passive candidates, private talent pools
JIT recruiting don't exist, that was a great relief to many.
Publishing: Old Media,
Job Boards. On Again, Off Again.
Publishers Gannett and the Tribune
Group increased their stakes in CareerBuilder and Monster jumped into bed
with 43 newspapers, HotJobs adding 167 news titles to its growing harem of
newsprint partners. The help-wanted classifieds are projected to be
barren by 2020 – largely thanks to the job board triumvirate – raising
the question if these are more marriages of convenience than a fatal
attraction between oligopolies. Now, with NewsCorp getting cozy alongside
SimplyHired, like the NY Times and
Indeed.com before it, it won't be long before postings become bastard
progeny – step-children at best – second in-line to the resumes.
Coming of Age
Augmented Social Network – tweaked slightly to accommodate monetization
and shareholder value, once the Achilles heel of an otherwise altruistic
vision – bloomed in 2006.
Facebook transcended the proliferation of
other sites providing real value to recruiters on the hunt for contacts,
Jobster, quick to realize the potential of this new-age phenomenon,
raised gobs of cash, industry eyebrows and high expectations.
Human Capital: What's In
As recruiting became tougher and
tougher to pull-off as a mostly transaction-based, process-driven series of
chronological events, vendors cashed-in with assorted "turnkey" solutions.
Many employers – with an a eye on sustainable competitive advantage –
are coming to realize that unlocking their potential requires that they have
the right combination/code for workforce planning, profiling, branding,
sourcing, screening, assessment, selection, onboarding, engagement,
retention, succession planning, technology, metrics and so on – not a login
for this, or a password for that. 2006 will be remembered then for a few
ah-ha moments long after than the specialty-vendors' cha-ching has cha-chung.
Recruiting.com, the center of gravity for a fast-growing number of
recruiting blogs. With no clear business rationale or strategy other than "i
love me some disruptor," Recruiting.com went from community blog portal
to content black hole. Old-timers have sought to bring back some semblance
of the way things were:
The Day in Recruiting combine what we miss most in Recruiting.com – a
bloggers blog and a good live feed –
RecruitingFly enabling search. Oh, well. That's progress, the price we
Search: Return of the
Even as social networking, job board
jibber jabber, Web 2.0 upstarts and vendor vim gobbled up the headlines, in
Executive Search quietly continued to consolidate its position as an
industry staple, a
stalwart player. When making sense of it all makes no sense at all – or
push comes to shove on an impossible req. – call a third-party recruiter,
why not? It's only money.
John Sumser © TwoColorHat. All Rights Reserved.
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