Recruiting Ecology II - The Electronic Recruiting News

We used to have a good deal of fun putting Recruiters from HR and their 3rd Party counterparts together for a day. Uniformly, the 3rd Party staffing people were more results oriented, more technically savvy and really bewildered by the uniform disdain they experienced from their HR brethren. The HR people were savage in their characterizations of the 3rd party people as rude, arrogant, disruptive and out of synch. On party busses, the two groups would end up segregated, one at the front, the other at the back.

A vendor is someone who supplies a partially finished good to the next person in the supply chain. Only the raw material (candidates) and the end user (hiring manager) are free from the vendor distinction. This is the foundation of supply chain management.

The funny thing about vendors is they set standards of customer service and satisfaction. We're sure that much of the moaning about vendors in the HR community is a perverse form of jealousy. Suppliers of goods and services to HR and instead of HR do some great work. Freed from the internal constraints usually applied to the in-house team, external members of the supply chain can do things that are simply impossible internally.

While it's normal for smaller operations to polarize the world into the vendor/not vendor dichotomy, the truly great HR Departments are more interested in delivering optimal value to their customers than they are in who does the work. If you are dealing with an HR function that is obsessing on this distinction, it tells you more about their size and sophistication than it does about vendors as a class.

The world of Recruiting is like a soccer field with Hiring Managers on one end and Candidates on the other. Everyone else is in the middle providing communications links, services, software and so on. If you are not a hiring manager or a candidate, you are a vendor.

Free white paper: Five Recruiting Gurus' 2007 Predictions
Harness the New Year's trends and developments to become a better recruiter today!

What does the coming year have in store for the recruiting profession?
Take a peek into the future with predictions from the experts:

- Shally Steckerl of Job Machine
- Career Crossroads' Mark Mehler
- Jason Davis at recruiting.com
- Global Learning Resources' Kevin Wheeler
- Lou Adler of The Adler Group

Where will you find your most qualified candidates in the coming year? How can you optimize your online presence to attract the best employees? How can social networks, RSS feeds, search engine optimization and online search tools keep you in touch with up-and-coming candidate superstars?

Download this report and find out!


interbiznet.com Electronic Recruiting News Our Rate Card LIST OF TECHNICAL RECRUITERS LIST OF EXECUTIVE SEARCH FIRMS interbiznet BOOKCLUB interbiznet LISTINGS OUR HOME	\| ERN \| Bugler \| The Blogs \| Blogroll \| Advertise \| Archives \| Read Today's Bugler Read current Blogging News: BERT Download Authoria's complimentary white paper - Staffing Strategies: Can You Find, Recruit, and Retain the Talent You Need? Kennedy Presentation: Adventures In Search Video. Vendors (Recruiting Ecology II) (February 8, 2007) Vendors. You can almost hear the sneer as if it were implicit in the word. Vendors. You get an image of a cranky popcorn seller in the cheap seats on a hot July afternoon. Vendors. The overtones imply lower forms of moral character. Vendors. The ill-mannered louts. Vendors. Keep you hand on your wallet, one's a comin' by. Vendors. Can't live with 'em and you can't shoot 'em. Vendors. We used to have a good deal of fun putting Recruiters from HR and their 3rd Party counterparts together for a day. Uniformly, the 3rd Party staffing people were more results oriented, more technically savvy and really bewildered by the uniform disdain they experienced from their HR brethren. The HR people were savage in their characterizations of the 3rd party people as rude, arrogant, disruptive and out of synch. On party busses, the two groups would end up segregated, one at the front, the other at the back. A vendor is someone who supplies a partially finished good to the next person in the supply chain. Only the raw material (candidates) and the end user (hiring manager) are free from the vendor distinction. This is the foundation of supply chain management. The funny thing about vendors is they set standards of customer service and satisfaction. We're sure that much of the moaning about vendors in the HR community is a perverse form of jealousy. Suppliers of goods and services to HR and instead of HR do some great work. Freed from the internal constraints usually applied to the in-house team, external members of the supply chain can do things that are simply impossible internally. While it's normal for smaller operations to polarize the world into the vendor/not vendor dichotomy, the truly great HR Departments are more interested in delivering optimal value to their customers than they are in who does the work. If you are dealing with an HR function that is obsessing on this distinction, it tells you more about their size and sophistication than it does about vendors as a class. The world of Recruiting is like a soccer field with Hiring Managers on one end and Candidates on the other. Everyone else is in the middle providing communications links, services, software and so on. If you are not a hiring manager or a candidate, you are a vendor. That's why you outsource Recruiting before you outsource the Hiring Manager. John Sumser © TwoColorHat. All Rights Reserved. Permalink . - . Today's Bugler. - . Send To a Friend Free white paper: Five Recruiting Gurus' 2007 Predictions Harness the New Year's trends and developments to become a better recruiter today! What does the coming year have in store for the recruiting profession? Take a peek into the future with predictions from the experts: - Shally Steckerl of Job Machine - Career Crossroads' Mark Mehler - Jason Davis at recruiting.com - Global Learning Resources' Kevin Wheeler - Lou Adler of The Adler Group Where will you find your most qualified candidates in the coming year? How can you optimize your online presence to attract the best employees? How can social networks, RSS feeds, search engine optimization and online search tools keep you in touch with up-and-coming candidate superstars? Download this report and find out! \| ERN \| Bugler \| The Blogs \| Advertise with Us \| Trends \| Archives \| Contacting Us: Copyright © 2012 interbiznet. All Rights Reserved. Mill Valley, CA 94941 415.377.2255 Send comments to colleen@interbiznet.com To receive this Newsletter in Email each weekday, please use the form on the linked page.	interbiznet's Electronic Recruiting News FEATURES: EMAIL NEWSLETTERS: - Bugler (Sign-up) Daily Industry News - ERNIE (Sign-up) ERN in Email RECENT ARTICLES: Recruiting Ecology II Best of The Blogs Superbowl Ads Recruiting Ecology BountyJobs Redux Networking II Networking I Talent Unconference Hmmmm Bounty Jobs Weddle II Weddle RPO's Blue China Value of Recruiting Human Development ERN ARCHIVES 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 ERN Archives 1st Steps In The Hunt ADVERTISING: Our Rate Card Demographics ERN ARCHIVES All material on this website is the property of interbiznet You may download a copy for personal use. Redistribution without permission is strictly prohibited. All material on this site is © 2008 interbiznet. All rights reserved. interbiznet.com