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Steve Ward
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Although; being a networking & face-to-face recruiter; I concur with the thought from a personal angle, that these case studies represented what was basically lazy & simplistic recruitment practice - there is still the objective of the recruitment agency saving time, and possibly money in the process. This post is taking something of a one-eye view of agency operation. If the best candidate is found from a job board, then so be it. I just placed a Social Media Manager job from a job board. I was amazed, this rarely happens to me, I always place through networking - but she was the best candidate, and if my client want to do the research, they'll find that I found her through a job board. Yet less than 10% of my placements come from job boards. The reality of being a recruitment agency, is that if you are good, you fill 1 in 4/5 jobs. If you are average or high street, or for that matter high demand/low skills area in specialism - then it could be 1 in 10 or more. That means recruiters pull together all of the resources available, including job boards, spend a lot of money doing so - and get nothing for it in say 7 out of 8 situations. It's the bit people don't realise, Recruiters generally lose more times than they win - and when they lose, they get £0 - so why mock their source of supply when they win? Sure - the client can use Total Jobs, Reed, JObsite, CV Library and Monster if they like - spend £500-600 - post their job for a Marketing Exec - and have all the pleasure of filtering through the 75-300 applications that arise. Sure, they can do that - as well as potentially network, source, build a database, etc. The reason most don't, is because it's numbing and time-consuming. Recruiters sometimes roll the dice, get all the tools, and sometimes they win, and sometimes they don't. For most roles, still the greatest volume of applications come from job boards. That's fact. Therefore heightening the chances that the job boards will fill the larger proportion of roles. That's not laziness, that's mere fact. There are many poor practices in recruitment - reliancy on job-boards is amongst the least of them. The genuine highlight of the accusations come in the poor preparation. THAT is where recruiters earn their crust. Great selection, and excellent preparation. Sure, the candidate can come from any of the recruiters resources - most likely from the job boards - but it's what you do with them once you have found them that is the real skill of a recruiter. The judgment of an agency comes in the expectation of each client in it's own agenda. Most don't care where they come from, as long as they get the great people.
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This is innovative and creative as it gets from Laura Tosney when applying for a job with 33 Digital.! She got the job, needless to say! It has pride of place as an example of innovation in recruiting on my website at
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Ahh Andy you have echoed every sentiment I persistently bang on about, relating to the declining standards of the over-populated recruitment industry. The simple fear of an empty desk. Result? - fill it with someone, anyone. Train them for 2 days. Throw them on the desk. Watch them fail. Sack them after 3 months for underperformance - and then what...? ....aghh!! Empty Desk!! - get someone in!!! we're missing sales call opportunities!!! ...and so the cycle happens again, and again, and again... and a few miraclous few `make it` to being good recruiters. The problem is the dependency on sales calls. Recruitment companies should learn a lot from social media. They should recruit conversationalists, not sales people. People who interact, gain rapport, ask sensible questions based on logical research, and make themselves available for consideration... not desperate for a morsel. I haven't made a sales call in over 12 months - yet I am busier than I have ever been. But hey, if the bulk nof the industry wants to keep recruiting like it's 1989, then they are welcome to it... Steve Ward | CloudNine Media Recruitment
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Good points `for` Foursquare. As an active user, but equally a little bit of a sceptic - these are excellent points to remind me of the benefits, and actually I have used the `tips` route often... Good summary Drew. Cheers Steve
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Jun 2, 2010