The front end leads all the rest.
Are the barriers to going into recruiting getting higher?
Are the barriers to going into recruiting getting higher?
About three weeks ago I posted a takeoff on Li and Bernoff's (Groundswell, 2008) description of "A Day In the Life of A Marketer - 2012". I replayed it for a "Day in the Life of a Recruiter - 2013" - http://bit.ly/26J8gh. I tried to demonstrate several things - that a recruiter had to be a subject matter and industry expert, tapped into a network that they constantly massage, anticipating the company's needs for upcoming projects and project managing all this with a few sophisticated tools that are mobile and likely to be wearable.
There are recruiters who do that right now. The only examples I can think of are companies that have a strong R&D or innovation culture such as Google, Microsoft, P&G, IBM. Don't you think that the recruiters they hire have much more than a background in HR? In fact the barriers to getting recruiting jobs in those companies are quite high. If you do a small sample of recruiters in LinkedIn from the companies I mentioned, in some cases it helps to have been a programmer, an engineer, a scientist or a product designer. In other cases having the right past experience in large recruiting agencies or competing industries and the types of responsibilities that gave higher titles is important. In some but not all cases a bachelor's degree is evident but rarely is there more than that kind of formal education. Certainly a saaviness with online tools, ATS experience and full cycle "best practices" would come out in an interview - so we will assume that is in place.
How quickly can a person go from being just anybody off the street to a full fledged recruiter these days? In this upturn we will experience in 2010, many people will decide to go down this road, thinking the barriers are low and money is to be made. There is no or minimal investment, no certification that is absolutely necessary, just the risk it might not work out. How long would it take for this person to determine if they can make it or not? Would it take another downturn to weed them out or are expectations now higher that their half-life (time it takes for half of the total population to drop out of the field) is so mucher shorter because of it? I'd like your thoughts....
About three weeks ago I posted a takeoff on Li and Bernoff's (Groundswell, 2008) description of "A Day In the Life of A Marketer - 2012". I replayed it for a "Day in the Life of a Recruiter - 2013" - http://bit.ly/26J8gh. I tried to demonstrate several things - that a recruiter had to be a subject matter and industry expert, tapped into a network that they constantly massage, anticipating the company's needs for upcoming projects and project managing all this with a few sophisticated tools that are mobile and likely to be wearable.
There are recruiters who do that right now. The only examples I can think of are companies that have a strong R&D or innovation culture such as Google, Microsoft, P&G, IBM. Don't you think that the recruiters they hire have much more than a background in HR? In fact the barriers to getting recruiting jobs in those companies are quite high. If you do a small sample of recruiters in LinkedIn from the companies I mentioned, in some cases it helps to have been a programmer, an engineer, a scientist or a product designer. In other cases having the right past experience in large recruiting agencies or competing industries and the types of responsibilities that gave higher titles is important. In some but not all cases a bachelor's degree is evident but rarely is there more than that kind of formal education. Certainly a saaviness with online tools, ATS experience and full cycle "best practices" would come out in an interview - so we will assume that is in place.
How quickly can a person go from being just anybody off the street to a full fledged recruiter these days? In this upturn we will experience in 2010, many people will decide to go down this road, thinking the barriers are low and money is to be made. There is no or minimal investment, no certification that is absolutely necessary, just the risk it might not work out. How long would it take for this person to determine if they can make it or not? Would it take another downturn to weed them out or are expectations now higher that their half-life (time it takes for half of the total population to drop out of the field) is so mucher shorter because of it? I'd like your thoughts....
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