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ERNIE, please use the form on the
linked page. Last week, we had the privilege of hosting the executive management
team from Hire.com for a dinner and review. (We've covered the company
frequently and still consider Hank
Stringer to be one of the all-time heroes of the industry.) If you've
followed us over the past year, you might remember that, while we thought
the Job-Board-In A-Box business was well targeted, it suffered from an
inherent flaw in traffic
development. Believing that all Recruiting Is
Local, we've wondered aloud about the viability of a pure technical
infrastructure play.
It's rewarding to feel like you've been heard.
Hire.com is one of those companies that is so focused on creating
customer solutions that its marketing materials lag well behind its actual
performance. This is a good thing (and clearly the result of CEO Jim
Hammock's decades of experience in building new markets). Rather than
producing vaporware, the company tends to the needs of its customers and
uses that experience to build new product and service lines. The reward is
a promising 400% growth rate over the past year.
So, what are they doing?
A look at their offerings
doesn't begin to tell the story. in order to understand whether or not
your corporate website is achieving the results you need, you have to
begin by measuring the
traffic. Anyone with even marginal experience will tell you that this
is a black art, practiced by knowing wizards and populated with "monkey
numbers". But, understanding the native traffic to a website is the
foundation of building a focused supply of talent to your offering.
With Telemetered,
TalentCast,
TalentPath,
TalentProfiles™
and TalentSource,
Hire.com provides the beginnings of a fully featured supply network. The
Virtual Talent
Network utilizes the results of AIRs style research to further
populate the candidate pool.
In the old days (about five years ago), Recruiting was a reactive
sport. Once a Requisition was issued, a pool of candidates was gathered
and then, a hiring process initiated. The web's first innovation was to
allow candidate pool development to precede the requisition. No small,
feat, this change in the process allows huge slugs of cycle time to be
removed from the overall Recruiting process.
Hire.com is onto the next level. By integrating candidate sourcing with
a communications system, they've laid the foundation for a real Potential
Employee Relationship Management System. (PERM), the first, we think, of
its kind. In this next level approach, traffic can be developed to satisfy
planned Recruiting Requirements over long periods of time. It takes a
system like this to achieve the goal of "minus 30
recruiting".
Finally, Hire.com is moving around the country to establish Talent
Villages. With the first project operational
in Houston, the company is learning how to participate in what we'd
call Regional Economic Development. In the old days (again, five years
ago), this was the province of county planners. The protracted labor
shortage creates a real incentive for regional competitors to collaborate
in a single talent pool. Without clever branding, Hire.com is leading the
way with these initiatives..
We'd say that Hire.com is the first company in the industry to offer
the foundations of a real Labor Supply Management business. Obviously,
there's lots of room for improvement. Recruiters need to learn the social
skills required to operate these systems; advertising copy writing skills
are notoriously scarce, full deployment requires a broader level of
offering and more predictability; and, scale will produce a number of
unanticipated problems. With those things in mind, however, our hats are
off.
Hire.com is publicly demonstrating an approach to Recruiting that fits
the needs of a 21st Century Market. For our money, they are in the
catbird's seat and defining the ground rules. Anyone who wants a long term
future in the industry ought to track their movements extremely closely.
They are defining the game.
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