interbiznet.com Electronic Recruiting News Our Rate Card S P O N S O R S LIST OF TECHNICAL RECRUITERS LIST OF EXECUTIVE SEARCH FIRMS interbiznet BOOKCLUB interbiznet LISTINGS OUR HOME |
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. Presentation from John Sumser, Recruiting Is A Conversation is available for download. Three Years Ago (April 17, 2007) Molecular (Workgroup) Quality (April 16, 2004) - The complex relationship between the Recruiter and various hiring authorities strains conventional definitions of organizational boundaries. Simply described as "workflow" or the hiring manager input, these relationships range from those in which Recruiters are logistics coordinators/sourcers (and the hiring manager has exclusive decision making authority) to more collaborative arrangements to situations in which Recruiters have actual hiring authority. If anything is clear about recruiting processes it is that Recruiting represents the entrance to the organization. As such, it includes processes that are designed consciously or unconsciously to provide organizational evaluation of both the candidate and the process itself. The wide variation in Recruiting processes is not a flaw. It is an initial indicator of the organization's culture. The process from initial courtship through the completion of "onboarding" always includes a number of very soft cultural evaluations and rites of passage. Hiring decisions are typically made at the workgroup (department) level. Typically, the highest level of quality is
something like: The second best level of quality is: A person who can do the job without adding additional burdens to the team. The third best level of quality is: A person who can do the job without adding burdens to the team after a short learning curve. The fourth level of quality is: A person who has the skills and temperament required for the job but needs complete training. The "hiring manager" is tasked with maximizing the output of the total team in pursuit of a set of assigned objectives. In other words, the hiring manager's assessment of "quality" is a function of expectation (based on resources available to fill the slot) and overall consequence for the team. This molecular quality level is, occasionally, at odds with the atomic level (see yesterday's article) because of the unique composition of a particular workgroup. For example, adding a high powered, fully qualified no training required member to the team my upset the apple cart to the point that productivity is reduced. In cultures that emphasize longevity, hiring less qualified candidates allows the organization to continue its forward movement in more critical areas. The third or fourth level of quality is the right choice in these circumstances. John Sumser © TwoColorHat. All Rights Reserved.
World Class Marketing Consultant Offers Free Evaluation of Your Potential for Big Gains In a free phone session, Ron Richards, President of ResultsLab, will hear your goals then give you a free whirlwind analysis of your site or ads. Richards named his firm ResultsLab because he has a track record of causing big results and because he uses a continuous improvement testing methodology. Some of his most unique approaches are… Radical truth and honesty - He builds your positioning, tag line, headlines and other grabbers by discovering a deep truth about you that resets the standard and disqualifies competitors. But what if your advantages over competitors aren't compelling to prospects - and indeed aren't different enough as a basis for powerful positioning? In that case, Ron recommends changes in your offering, or even your infrastructure, that make a powerful positioning you develop with him become true - one that disqualifies your competitors. As needed he develops names, tag lines, grabbers, arguments that devastate qualms, and results-multiplying calls to action. He applies these to your site, ads, and emailings. ResultsLab's approach is different from any other agency or consultant. Read how here. Call Ron for your free session where he'll listen closely to your goals, flag what's improvable and to what extent, and say some of the specific improvements he envisions. He's at 415-563-5300, or RonR@ResultsLab.com. Typical comments from his clients' case stories: "The highest response we've ever seen after working with lots of famous agencies and consultants," "The most successful system I've ever heard of for getting access to top executives," "A master builder in all media," "the most creative and skillful marketing consultant I've ever had the pleasure to work with, "finds the hottest arguments and grabbers," "demolished the price qualms that had eluded our sales and marketing experts for 10 years." "Beat our control by 4 fold." |
interbiznet's
Electronic Recruiting News FEATURES:
RECENT ARTICLES:
RESOURCES:
ADVERTISING: Copyright © 2013 interbiznet. All rights reserved. Materials written by John Sumser © TwoColorHat. All Rights Reserved. You may download a copy for personal use. Redistribution without permission is strictly prohibited.
|