[ernie] The Interbiznet ERNIE_00.11.13

["Carrie Baggs" <interbiz@thedtb.com>]

		interbiznet this week   (through November 13, 2000)
interbiznet.com E R N I E Electronic Recruiting News In Email Our Rate Card S P O N S O R S Receive email when this page changes   Click Here Find out more About IBN Got a news tip? Tell us at news@ interbiznet.com Our Rate Card Presentations     - Basic (PDF)     - Strategy (PDF) Recruiting Trends Archives Recruiting Eyeballs Key Industry Suppliers Resume Databases (Over 60) Company Job Listings (Over 4000) Salary Surveys NATSS Enterprise Fidelity HR Live HR Online SHRM Workforce Mag DejaNews Suggestions? It is better to not be on the web than to be on and not know why John Sumser Reality is more complex than it seems. John Gall It's better to do a few things really well than than to do a lot of things badly. If you can't make the necessary commitments of time and energy to your electronic marketing efforts scale back your plan. John Sumser All material on this website is the property of IBN (The Internet Business Network: interbiznet.com) You may download a copy for personal use. Redistribution without permission is strictly prohibited. All material on this site is © 1995 - 2000 by IBN OUR HOME	Daily News. Archived Weekly. Click Here For The Current Issue. Click the 'OK' to make the ERN your default homepage Read Today's Interbiznet Bugler 2000 ERI Executive Summary Requires Acrobat. The 2000 ERI is now available. Order your copy today! If you wish to receive the Electronic Recruiting News as a daily email, please use the form at the bottom of the page to subscribe or unsubscribe. Thank you - Interbiznet Staff Minus 30 (November 13, 2000) We've been talking to several recruiting teams with huge problems. Imagine having 10,000 requisitions to fill knowing in advance that the best you can deliver is 50% of the target. This is the daily environment for many Recruiters in large high-tech companies who are trying to attract the ever scarce IT talent. It's a slog, to put it mildly. Simply maintaining morale, in the face of such overwhelming odds, is an enormous accomplishment. From the trench level, it certainly must seem like the harder you work, the faster the pile grows. From the perspective of these high volume shops, it seems like the current spate of offerings in all aspects of Recruitment advertising are bandaids on an arterial wound. We've begun to conclude that a part of the problem lies in its definition. Everywhere we look, we see solutions that propose to reduce the recruiting cycle towards zero. Every system we review (except, possibly, Icarian) is reactive and administrative which means that the best possible performance is to thin the timeline to a week or so. Given the marketplace pace, this means that huge numbers of potential employees will continue to fall through the net. Our conclusion? The objectives are wrong. Like a Just In Time Inventory system, the design of Recruiting solutions should focus on an objective of having candidates available 30 days in advance of the requirement, not a week to 60 days afterwards. This notion, which we're fondly calling "Minus 30", demands a fundamental rethinking of the problem. In order to discover candidates in advance of requirements, the first move is an understanding of the evolution of hiring requirements within the organization. At the same time, data mining techniques need to be used to uncover indications of the likelihood of a shift. For instance, at the entry level, the first indication of pending availability is college selection or the declaration of a major. Interestingly, much of this behavior is observable since many universities organize student web pages by department. Alternatively, the death of a parent, the purchase of a home or car, the acquisition of a new computer, the birth of child, a 40th birthday, rapidly increasing real estate values in a particular zip code, sales of certain books by zip code (available from Amazon!) and other major and minor life events are all indications of pending availability and the statistical likelihood that candidates will emerge in a particular region. The tools required to produce candidates in advance of formal availability also include the mining of existing resume databases. We recently heard the story of a highly successful staffing operation who improved their inventory production in a significant way by assigning all recruiters the task of scoring historical resumes. Once the database was complete (and it took a while to evaluate all 200,000), the company was able to predict the availability of candidates who had applied three or four years ago. The combination of advance planning and availability surveillance, both made possible by currently available online data, should produce systems that drive the recruiting cycle time below zero days. While more difficult to achieve in small organizations, the repetitive nature of big company recruiting problems makes the task extremely similar to good inventory and distribution management. Once "Minus 30" is achieved, figuring out who bears the inventory carrying costs will be the next frontier. - John Sumser ****************************************************************************************** When the success of your career is based on the success of others, you need the right tools to recruit top talent. Join us November 16 & 17 to discover fresh ideas and new strategies at Kennedy Information's e-Recruiting and Staffing Conference and Expo in New York City. Click here ****************************************************************************************** Contacting Us: Call, fax, write, email. We'd love to talk about your project. All material on this site is © 1995 - 2000 by IBN: interbiznet.com (The Internet Business Network), 346 Starling Rd., Mill Valley, CA 94941 415.380.8244 staff@interbiznet.com To Subscribe or Unsubscribe From the ERNIE... 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