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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
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If you can't
make the necessary
commitments of
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marketing
efforts
scale back
your plan.
John Sumser

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The Electronic Recruiting News is a Free Daily Newsletter For Recruiters, HR Managers, Advertising Agencies and Clasified Advertising Operations

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2000 ERI Executive Summary Requires Acrobat.

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Why We Don't Get Out Much

(December 15, 2000)

Here's a gem from the recent HR Technology Expo, held this fall:

Tuesday 11:00 - 12:30 PM
World Championship of Electronic Recruiting
Electronic recruiting is the most confused, crowded and contentious segment of HR technology today. With so many choices (and new ones appearing every week), how can you possibly choose? One way is to see back-to-back demos of Electronic Recruiting products doing the exact same thing at the same time. The CEOs from four leading vendors -- BrassRing Systems, ijob, Personic and Webhire -- will do just that, following a scripted scenario at this first ever Electronic Recruiting Vendor Shootout. Come watch, listen, learn and vote for your favorites.

In other words, the conference, which always catered to the Applicant Tracking Industry, has taken to doublespeak. With the single possible exception of Webhire, the degree to which any of these vendors are "Electronic Recruiting Vendors" is the degree to which their Marketing people say so. Although the variables are certainly different in each case, suggesting that these are "leading vendors" in Electronic Recruiting is like nailing antlers on the dog and calling it a Reindeer. It may be seasonal and topical but it's a distortion. Mostly, it hurts and humiliates the dogs.

These are applicant tracking companies that are trying to transform themselves. The marketing folks have a bag full of great ideas. The products track applicants. They are administrative tools.

We don't mean to slight any of these vendors. It's clear. from our perspective, that they are trying valiantly to make a shift. In some cases (Brass Ring and ijobs), they are better positioned than others. It remains the case that these operations process resumes as the lion's share of their service. That's not Recruiting. It doesn't manufacture candidates.

What irks us is the the claim that this particular event somehow cleared the air.

The problem with most conferences is that they don't pay their speakers. Why do you suppose someone would volunteer to have antlers nailed to their head? The motives are obvious.

The great thing (though bosses often don't think so) about the trade shows is that they get you out of the office. You just ought to be careful about believing everything you hear. Next time, if you're really going to get educated, call the conference sponsors and ask them how they are compensating the speakers.

- John Sumser

******************************************************************************************

THE 2001 ELECTRONIC RECRUITING INDEX

PREPUB SALES ENDING!
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Table of Contents
Volume I
    1. Executive Summary
    2. Introduction
    3. The Premise: Human Capital Management Changes Everything
    4. The Human Capital Management Industry
    5. 21st Century Ad Agency
    6. Recruiter's Survey Results
    7. Valuation Models
    8. Employment Branding
    9. Forecasts and Predictions
  10. The Chief Talent Officer
  11. Stock Market Performance
  12. The Alliance Development Machine

Volume II
- 500 Pages of Detailed analysis of the top 225 vendors in the Human Capital Management Market.

Check out the Special Offers on 2001 and
the 2000 & 1999 ERI.

- Scheduled for release in January 2001. ******************************************************************************************

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