A Profile of the World?s Most Aggressive Recruiter, Part 2

Questions and answers with Michael Lackaye (and some outrageous quotes!)

I asked Michael to highlight some of the approaches he used at Quicken Loans and at other previous employers. What follows are his responses. I think you will agree that they are aggressive?and on the edge.

What is your most/ least effective source?

Most: Employee referrals.

Least: Job fairs.

What was your typical recruiting timeline like?

“My typical recruiters would bring in on average four ‘same-day service’ candidates. These candidates would progress from phone screen, to recruiter interview, to hiring manager interview, to senior leadership interview…in one day.”

Top people are often on the market for a single day. Great firms find a way to do one-day hiring for these fast movers.

What is the dollar impact of great vs. average hires?

“Roughly…a candidate that fails after three months: -35 thousand…a successful candidate that stays a year +500 thousand. That’s an enormous gap.”

Tell me about competitive intelligence and attacking the weak.

“We thrived on team communication; if there was a company in peril or we had successful recruiting angles, it was communicated instantly.”

Some might think targeting weak firms is somehow unfair, but in business, it is survival of the fittest. When a firm puts out a bad product or raises prices, competitors naturally attack and communicate directly to customers the merits of their superior product or price. Jobs are products, and talented professionals are consumers; when a talent competitors’ product is defective, it just makes sense to offer the consumer something better.

Do you believe in hiring to hurt or learn from other firms?

“We always hire to hurt our competitors.”

What metrics do you rely on and advise others to gather?

Lackaye says he is very metrics oriented. He recommends that recruiters constantly track call time, number of outbounds, number of sendouts (interviews), etc. He also runs metrics on recruiter retention rates of and profitability of new hires.

What is your approach to prioritizing jobs?

“Our senior VPs (who supervised five to 12 hiring managers) got a call from me every 48 hours…you must know where the more dire needs are. They will feel loved, and important, and it will build the trust and respect in your relationship.”

How do you find and hire great recruiters?

“The best recruiters I have hired did third-party and AE [account-executive] work. I spearheaded development of an internal formalized recruiter training program [focused on those skills].”

He says he usually finds recruiters “through my local network. When you recruit in the same town for nearly a decade, you better know who the most aggressive firms are, who offers the best training, who turns out the best recruiters, and who might be looking.”

How do you pay for performance?

Lackaye says his approach dictates that at least half of recruiters’ first-year income should be commission, sometimes as high as 70%. (Note: If you want internal recruiters to act like the preferred “head hunter,” you must entice them like external head hunters!)

To ensure cooperation and sharing, he says “most bonuses on top of the commission structure were team-based incentives. I think tying an SLA [service-level agreement] to individual compensation is where the future is.”

What approach did you employ to make recruiters accountable?

“Recruiters were given minimum expectations according to tenure. You miss it two months, you are on warning, miss it three months…see ya.”

What is your most outrageous college recruiting tool?

“College rock concerts produced and sponsored by us [students provided a resume as admission], organized campus dodge-ball competitions, etc.”

How did you tie internal turnover to recruitment planning?

“We were always asking the hiring leaders how much attrition they planned for so we could get more candidates hired.”

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What is your most outrageous job-fair approach?

“We would just grab people out of our competitors’ lines. Over half of our hires from job fairs didn’t come to our booth.”

What applicant-tracking system advice can you offer?

“We couldn’t get what we wanted from a vendor, so we made our own.”

How do you leverage social networking sites?

“I have recruited three people off of MySpace…did a search for people working in the industry, made my own page [does not mention being a recruiter]. Started with ‘nice-to-meet-you’ emails, baited them into asking me what I do, bragged about the company, and made them come to me.”

How do you advise rewarding managers for great recruiting?


What advice would you offer to others with limited budget resources?

“Set the vision early. It will be easier to do with a smaller function than reorganizing a 40-person recruiting function. Offer a clear progression and growth plan and it will be easier to get your objectives accomplished. Showing value of an internal function verses using vendors is easy. Now take that savings and sell the reinvestment of those funds that you saved the company into newer technologies, more staff, etc.”

Personal Profile

Michael Lackaye’s personal goals are to “find and work with individuals who are as passionate about recruiting as I am. To truly own the talent-acquisition piece in a growing organization that isn’t afraid to get a little crazy.”

On his strengths: “My strength is my passion. I love what I do, and it shows. I am constantly looking to find a better way to acquire top talent.”

On his weaknesses: “I am not detail oriented. I am a big-picture leader. I have been striving over the last couple years to get better at sweating the small stuff.”

On his greatest accomplishments: “Being on an internal recruiting team that hires 100+ sales people a month.”

On his learnings: “In the beginning, I wasn’t building the proper partnerships with my hiring managers. I would get a job order, confirm the opening, and never really go deep with the true needs of the hiring manager. For this, I wasted their time and mine with candidates that weren’t hitting the mark. Since then, I would schedule time in my day to simply build relationships or review goals and candidates with my hiring managers. They need to know you have their best interests in mind. They will never know that if you don’t build a relationship.”

On becoming a great recruiter: Michael’s advice on how to get better as a recruiter is abandon fear. “You are not paid to be PR, you aren’t paid to call and make friends with candidates. You are paid to find the best, sell them, assess them, and hire them. Always be asking yourself ?is this person wasting my time, or is there value in going deeper?’ If you want to build a competitive advantage for your recruiting function, be ready to try anything crazy, and fail. Engage your internal network. Brand yourself. Invest time in competitive intelligence, not only in offensive recruiting, but being cognizant of your competitors’ efforts to take your best talent.”

“Recruiters need to be hunter-gatherers. They need to know how to sell, and they need to be hungry. I like recruiters that have AE backgrounds as well as recruiting. In order to be a good recruiter, you need to master two competencies: selling and interviewing.”

His advice on how to learn about new approaches to recruiting is to read material on ERE. “I like to network?with other recruiters, just to make sure we are a step ahead.”

The Future as Lackaye Sees It

Michael says his plan for the future is to “take what I have learned in my experience and apply my own vision. To continue to advocate strong internal recruiting functions that don’t rely on outside vendors. When I look at the money a strong internal recruiting function has saved my past employers, I think that it’s just a matter of time before senior leadership in today’s corporate world realizes the true value of an internal function over vendors.”

His biggest concerns for the future are “old-school thinking concerning outside vendors. But I do believe once senior leadership teams open their eyes to the bottom line, and when they start to experience an even better caliber of candidate, this will become a no brainer.”


You might not think that recruiters need to be, or even should be, aggressive. However, after reading this profile, my bet is that you now have a clearer picture of “what an aggressive recruiter looks like.”

I’ll have to see what Lackaye will do in his next leadership role before I agree to relinquish my title, but I expect he will erase all doubt about who is the world’s most aggressive recruiter. He is simply the best!

Dr. John Sullivan, professor, author, corporate speaker, and advisor, is an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high-business-impact talent management solutions.

He’s a prolific author with over 900 articles and 10 books covering all areas of talent management. He has written over a dozen white papers, conducted over 50 webinars, dozens of workshops, and he has been featured in over 35 videos. He is an engaging corporate speaker who has excited audiences at over 300 corporations/ organizations in 30 countries on all six continents. His ideas have appeared in every major business source including the Wall Street Journal, Fortune, BusinessWeek, Fast Company, CFO, Inc., NY Times, SmartMoney, USA Today, HBR, and the Financial Times. In addition, he writes for the WSJ Experts column. He has been interviewed on CNN and the CBS and ABC nightly news, NPR, as well many local TV and radio outlets. Fast Company called him the "Michael Jordan of Hiring," Staffing.org called him “the father of HR metrics,” and SHRM called him “One of the industry's most respected strategists." He was selected among HR’s “Top 10 Leading Thinkers” and he was ranked No. 8 among the top 25 online influencers in talent management. He served as the Chief Talent Officer of Agilent Technologies, the HP spinoff with 43,000 employees, and he was the CEO of the Business Development Center, a minority business consulting firm in Bakersfield, California. He is currently a Professor of Management at San Francisco State (1982 – present). His articles can be found all over the Internet and on his popular website www.drjohnsullivan.com and on staging.ere.net. He lives in Pacifica, California.



18 Comments on “A Profile of the World?s Most Aggressive Recruiter, Part 2

  1. It’s getting pretty deep in here. My choice is go for the Waders. John, my suggestion for your next article is either a sit down interview with Geraldo Rivera and how much money he found in Al Capone?s Secret Vault, or a one on one with Dan Rather on how to authenticate documents before publishing a story.

  2. I can not believe the good Doctor had the nerve to publish his second installment on this guy.

    Didn’t we all see the ‘real’ story on Lackaye last week? Does Quicken Loans know this kind of press is being put out? Would they want Lackaye speaking on their behalf?

    ‘We always hire to hurt our competitors.’ Is this official? Is this Quicken Loans corporate policy?

    How about how he wraps up his article – I’ll have to see what Lackaye will do in his next leadership role before I agree to relinquish my title, but I expect he will erase all doubt about who is the world’s most aggressive recruiter.

    May I ask? What title is he referring to? His self-proclaimed ‘Michael Jordan of Recruiting’ title?

    Dr. Sullivan has lost any/all credibility with me. Period.

  3. Dr. or not… Excellent read and plenty of solid points that can be implemented today. For a relatively new comer to the recruitment world there are more truths in there then some of the training modules in place that I have seen. Sticking to the basics will win every time. Cheers.

  4. This surely is a wind up. If it wasn?t for Jamie who would believe that Lackaye is real.

    If someone were to write a comic book character on the dark side of recruitment with rotten characters, this surely would be it. ?attacking the weak.? ?We always hire to hurt our competitors.? Come on please.

    ‘Lackof anything Lackaye’ and the devious Dr Sullivan. I?m just waiting for the Fantastic Four to arrive to save the world from these nasty people. Now we know what happened to the last recruiting baddy. The Fantastic Four caught him.

    The dilemma is of course that by responding we are promoting, which judging by the nonsense written is the real agenda. However, like me I guess some just won?t be able to resist.

    Let?s assume the article is true, which I personally cannot believe. This sentence says more about the person that any BS personal profile

    ‘I have recruited three people off of MySpace…did a search for people working in the industry, made my own page [does not mention being a recruiter]. Started with ‘nice-to-meet-you’ emails, baited them into asking me what I do, bragged about the company, and made them come to me.’

    ?Baited them?
    ?Bragged about the Company?
    ?Made them come to me?

    Sound familiar?

    ?I’ll have to see what Lackaye will do in his next leadership role before I agree to relinquish my title, but I expect he will erase all doubt about who is the world’s most aggressive recruiter. He is simply the best! ?

    How?s that for bragging. What title I wonder? 🙂

    These articles are certainly a lesson to all. To truly understand how to do something well, you have to understand how not to do it well, to experience positive, you have to experience negative, to feel the real buzz from closing a deal you have to experience losing a deal …. and so on.

    I guess there is some value in these articles and credit should go to ERE for publishing them.

  5. ‘Top people are often on the market for a single day. Great firms find a way to do one-day hiring for these fast movers.’ Sounds like my old car selling days–‘What do I have to do to get you in this car today?’ This may be true of someone buying a car but not great candidates–great candidates are usually never ‘on the market’.

  6. Seriously Anthony, you got to admit it takes some major ….

    Now I have to ask some questions here.. really.. Let’s start with if these guys were so good, how come neither are Still at Quicken? Gee, why would anyone not want to have let them go?

    Also, that first guy, wasn’t his name Michael too.. well where did he go? if he was so awesome then why isn;t he still around.. Last saw an email that he was working in Real Estate.

    Indeed, would quicken really want to have this kind of dirty laundry publicized if it is true.. by the way.. these tactics.. you know the one about impeding your competitor’s business –

    ILLEGAL>> Yeah straight from the FTC;s mouth.. Illegal under the unfair competion act.. Go figure, what an appropriate name.. guess it has something to do with Financial Advantages and fair trade.. hmm.. well anyways, if interested
    Can be found in the Sherman Act..

    Ah, let’s forget the boring legal stuff, but gee, Quicken, I heard you guys don’t approve of these tactics.. From more than one person in fact.. So I guess this kinda publicity isn’t very heartwarming huh?

    Shoot, last year Anthony and I got rammed for speaking up against this type of Recruiting.. Gee if our name isn’t tarnished enough..

    Re good recruiting tactics, nothing here is good recruiting tactics that work in the real world. Seriously, the good candidates aren’t going to be found using these tactics, not in the Numbers that we need.. Maybe you may get lucky once in a while, but seriously folks.. it isn’t gonna be the miracle cure.. not even the band aid..

    Besides, Small industries we work in, and your reputation will catch up with you. You don’t want to have a bad name, and a bad rep as you will find it really difficult to do business..

    Ah, but then, you could be the one hit wonders, and job hop your life to eternity..

    Karen M

  7. As for ‘who’s best’ in recruiting this will always be subjective.

    I don’t mean to engage in tit-for-tat … but if there’s anything I’m exceptionally proud of that has come from my 19 years of recruiting is my collection of three inch think three-ring binders stuffed to the point of stretching the seams with ‘THANK YOU’ letters from executives of well known companies … thanking me and my company’s team for positions filled all over the U.S.

    If there’s anything I have failed to do in the last 15 years is publicize, market, and brand my accomplishments to better position myself as what I am, which is a leader in the field nationally.

    Forgive me for exuding pride, but I just attended a five day conference in Dallas where ‘Expert Speaker’ after speaker built speaking careers that have generated income WELL BEYOND their real life accomplishments! Some of the speakers rehashed the same, well-rehearsed jokes and stories based on one dumb deal they did ten years ago … and then built an empire around this speaking the rest of their life.

    While they are earning some thousands for talking a few hours and then another ten thousand or so for selling ‘they’re how to do it kit’ … I’ve been busy ‘DOING IT’ and not boasting about it.

    Now back to the ‘aggressive’ comment. I guarantee anyone who writes for academia would fail to demonstrate the aggressiveness required to run my business. In fact I’d guarantee in three months flat they would be close to bankruptcy.

    Want a true challenge John Sullivan? Try running my business for 3 months.

  8. Come on Todd,

    unless the person was acutally sitting at the tables and hearing who, how, why and what was done..

    Cause I was there too.. sitting right there, and really.. hmm, based upon other interesting data that has come to light since May, I really gotta say – I too will continue to question much of what is being presented by this author.

    Especially also about several of the individuals that he publicizes.. This is a personal opinion..

    I also stress something else.. If these guys are so good, why are they not both still at Quicken? why was also no longer workign at that other company? Why was he out of work for So long before he got hired at Quicken?

    Is that really the traits of excellence? Being unemployed for so long, or was there a story behind that one as well..

    Sorry, I don’t buy these stories either..

    Karen M.

  9. Maybe Ben would be better to post on ERE seeing as he is discussing an ERE article.

    He might get more responses

  10. Actually Anthony
    Why isn’t Sullivan and Lackaye not responding. I would love to hear their response.

    I also would like to ask some questions as well –
    Like how do you do your research? Where did you get the information from?
    Who, what, where and how are you using as compartive metrics?

    What metrics do you have to prove that these recruiting tactics work as well as you say, and how do you support or substantiate these facts?
    do they work with the Now and urgency of recruiting,
    do they work in the everyday of recruiting
    do they work with all positions in recruiting
    do they work in all industries in recruiting
    Guess you get my drift/

    How do these individuals get awards? Do you vote for them? Are you on the board? How many other people are voting, and how are the votes done?

    Do We (the gentle readers, the public, and supporters) of ERE get a say in the votes? Do we even get to vote, or is it a select few, and how were those select few chosen? What made them so special?

    Isn’t it true that the ones who seem to win are the ones You write about? is that just just a coincidence, or am I incorrect and seeing this wrong?

    Why and how did you decide to choose these particular individuals to write about? especially considering we had never really noticed or heard much about or of these individuals prior to you bringing them to the forefront? Also considering there are so many other companies who have really been extremely successful and with more proven metrics.. even here on ERE

    Above all — I ask again, where did you get your hands on experience in Recruiting. I am still trying to understand the Michael Jordon of recruiting comment.. How did you get this experience.. is it like an honory degree that Oprah got.. or did you Really practice recruiting, and at least for more than a year? If you were, how long, and why did you leave it to be a professor at the university where you have tenure?

    There are so many more questions I would love to see answered.. but here are a few

  11. Like most people, I tired a long time ago of the personal attacks on this forum. It is clear that some on the forum have a personal ‘axe to grind’. Quite honestly, I look to the forum for useful information. Grinding an axe is not useful. Some seem upset because someone says someone is ‘The Most this’ or ‘The Best That’ because maybe they think they are or dispute the article. So what? Reading the methods of other people is useful in that it makes one think of their own. Everyone knows that some ‘experts’ might not be quite the hotshots they or others think they are so there is no need to point it out.

    I propose a solution – first off, we need more contributors (although I recognize that might be difficult) so that we can limit someone’s contributions to no more than one a month. I think some of the backlash is due to people getting tired of what is perceived as the ‘same old stuff from the same old people’. Openly solicit more articles. I’m sure with the talent we have on this board we could get more quality contributors if asked.
    Second, the outright personal attacks should be moderated from the forum. I can’t be alone in being sick of them and am sure they are endangering the viability of the forum (how many are considering giving up on it if this continues?). If someone continues personal attacks on the forum after being warned, ban them from the forum and/or ask them to show up for a boxing match (now that’s an event that would draw a crowd). The old saying ‘if you can’t say something nice….’ comes to mind.

    Let’s move on.

    I, for one, am going to write some articles to contribute to the forum. Maybe if more did they’d see it is not as easy as it looks.

  12. There are some comments I do disagree with, and I will duplicate some comments I said on a different post

    This industry is easily penetrated, many come into recruiting with little or no experience and knowledge. They then come to places like ERE in the hopes to learn how to do this job.

    They see article like this, written by people with Alphabet soup behind their names and accept this information to be legit and gospel

    They adopt many of these ideas without realizing the legal implications that come from them. They start doing them without discussing it with their legal departments, they just go into it with their eyes wide shut.. because they accept this information to be excellent and valid

    They believe that it must be good, because their adopted ‘mentors’ have won awards for applying these principles.. Gee, it must be true, it is on ERE, and look at the award won.

    Look people have been fired from their jobs, companies Have been sued for implementing some of these tactics. Unfortunately though there is no legal warning on these articles..

    YET.. if one were to do a search on the internet you may find that a very similar article may appear elsewhere and it will have a legal disclaimer at the bottom of the page. How come we don’t get the same courtesy?

    Nit Picking – indeed this isn’t nitpicking. This is actual concern about an industry that already has a tarnished reputation. This is an industry that is getting really close to being regulated due to the easy access.

    I have spoken to so many individuals in the past 5 years who don’t even know that the EEOC laws apply to the third party recruiter.. So they go willy nilly doing illegal searches without realizing that they can be implicated and fined just as easy (if not more so) as their clients.

    Sorry, but seeing this information out here to educate the less informed, by individuals who have those acronyms such as PHD behind their name really does concern me, if the information is not accurate or validated.

    These individuals hold an ethical responsibility to the public, especially concerning the articles that they represent.

    ERE should not have to always verify their documents, but I do feel that they should also hold some accountability for the Awards that have their name behind it… Maybe some research should be done about the individuals who are also receiving the awards.

    This is a professional opinion from someone who has concern of the industry in which they are vested in..

    There is a difference in constructive criticsm and personal attacks. At this time, personally what I see here are individuals who feel offended and insulted by the possible unverified and inaccurate information that is given to them..

    And yes, I dare say, what also appears to be very unethical information as well…

    Many of us are tired of the unethical attitudes and information we are seeing…

    My 2 cents, but thank goodness the feelings of others as well.

    karen M.

  13. Thanks Todd!

    I’m not sure what is fact or fiction in this situation, nor does it particularly offend me that an author chose a controversial title to suck in the reader. I’m not so emotionally involved that either outcome matters, it’s just something to be read.

    True or not – tales are often told to inspire and motivate others to think and act creatively. I guess the theory by some is that Aesop wrote it all, there is no need for updated fables in the modern world. If you couldn’t tell from the title that the article was fluffed, then you really need to get out more often. That doesn’t mean I endorse the article, only the fellow’s right to write.

    You suggest he’s inflating his credentials, well – Caveat emptor. There is a whole world of ‘bests’ out there, you have to separate the wheat from the chaff; it is not the duty of others.

    Why does it offend others so, to the point where ethics are consistently questioned?

    Anthony, one reason Ben might chose his to write on his turf rather than ERE, is line of attack to which he’d subject himself. On his own site I imagine Ben would not have to contend with multiple posting diatribes.

    Is my opinion of a newspaper article only valid if I write to the editor?

    All I can suggest is that the readers of this unique compilation of minds – take time to review the law and the facts rather than accept some else’s perspective, – who may or may not be missing the point at any one time. We get a lot of input from non-lawyers, and that’s like getting medical advice from the gas station attendant ( who once worked in a hospital.) Even if it ends up the worst is 100% correct in this instance, I think this is a great example of people sounding off on a contributer based on a narrow view of the facts and a lack of logic.

    For instance: an above-average TPR ( which most here assure us they are) would not try to make an issue of why someone is no longer at an organization, without more information…. ( everyone who’s been asked why their candidate is not at a prior employer, – have a good chuckle.) Additionally, many TPR’s know/argue that better compensation and more control over your work process exists for recruiters to work outside, rather than inside a client organization.

    Seriously, who cares if the ‘Company’ wouldn’t want to lose them. By definition, all of our best placements are no longer where we found them! Most of the time they are sorely missed by their prior employers.

    If you are so bent out shape, please don’t keep reading the articles by people you don’t like; then people wouldn’t be attacked so viciously and their ethics wouldn’t be consistently brought into question. I like the variety of the authors and I’m certainly not interested in what certain readers would make this site.

    Not trying to be overly cruel, harsh, a bully, etc. but you ought to realize there are many of us who don’t need someone else’s moral compass to make our way through life.

    Happy Hunting!

  14. I loved the articles. But Dr. John, puh-leeze! Nabbing seminar attendees with their names and pictures posted in the lobby? Kinda like shooting fish in a barrel, isn?t it? This is just basic sales prospecting and networking. Exploratory Meeting? We called that the ?cat in the lap routine? in sales training, way back when.

    And you actually used cold calling for sales people as an example? How wimpy and pathetic can you get? A 12-year-old school girl could get names that way; any company will hustle to put a caller in touch with a sales rep. Try cold-calling for C-Level hiring managers and IT executives and see how easy it is! I made my living (commission-only I might add) for many years doing just that, and I can tell you there is no comparison. I use the salespeople to reach the executives I want because salespeople are often sympathetic to someone cold-calling; reaching the sales staff is cake.

    This guy is good though ? nearly as good as me! ?World?s Most Aggressive Recruiter?. That will look good on my coffee mug. 🙂

    Bill Barnes

  15. Anthony, you said:

    ‘To truly understand how to do something well, you have to understand how not to do it well, to experience positive, you have to experience negative, to feel the real buzz from closing a deal you have to experience losing a deal …. and so on. I guess there is some value in these articles and credit should go to ERE for publishing them.’

    I couldn’t agree more with the conclusion contained in your last sentence. Only I would change the word ‘some’ to ‘great’.

    KUDOS to ERE.

    ?The man who knows when not to act is wise. To my mind, bravery is forethought.? ~ Euripides

  16. Regarding ethics.. some people have different standard and expectations than others. Is that wrong or right or different?

    I don’t think it is incredulous that one should expect or anticipate that an article that one reads on any public and professional forum should live up to those expectations

    Individuals often write articles to advertise products or services, and we base those individuals by what they write. We also hope that the information they give us is accurate before we invest in those products.

    I may attend a Seminar just because of a noted speaker, and I feel that person is great because of the reputation they sell us. If I find out after investing time and money (and time is money) on someone and later find out that the information really wasn’t what I thought it was then I think I have a right to be upset.

    Regarding Ethics — the SBA has a great article regarding ethics in business. http://www.sba.gov/managing/leadership/ethics.html truly worth the read

    Today, ethics in business is becoming a hot topic, as we see how lines can be blurred and how crossing lines can impact businesses, financially and legally. Ethics in business means more than the personal ideology, but what one comes to expect and hope for – anticipate a service will be – especially if an investment is made or is about to be made.

    In our industry there is a concern about the bad rap we have, the difficulties that we have as recruiters because bad information get into the wrong hands making it more difficult for those who are more inclined to be more professional, and concerned about the ‘right’ or ‘wrong’ and how those decisions impact us.. and the general public, clients, and candidates

    This industry does have standards, those Ethical Standards have been in existance for decades.. Actually Close to a Century… These standards are Not personal, they are created by people like us for people like us.. and there are many who would like to see those standards upheld? is that wrong? Is it wrong then to have ethical concerns if it affects my business? my reputation? My industry reputation? and the individuals involved with it?

    No, I don’t think so. Anyways, I would rather be called Ethical and brave the fight for doing what is ‘right’ in business, than taking a reversed stanse.

  17. It’s a shame if these articles are fuelled by the respective egos of both the author and subject …but if the Internet has done anything, it has made it easy for people to learn to love the sound of their own keyboards.

    There are a few regular contributors to these discussions for whom that applys as well.

    One of the problems here is that the same old concepts are getting regurgitated over and over again. You see, recruitment, especially at the recruitment done at TPR/Sourcing level, is a pretty basic job. Rocket science it ain’t. There just isn’t that much to write about …and so it all gets repackaged and spun out for another ride at sites like this one.

    I actually like the overall theme of these two articles that John Sullivan has posted here, as well as the stuff he did about Michael Homula a couple of years back. I think the corporate recruitment/HR function needs to assume a much stronger sales voice. Here in the UK it is starting to happen, and will in time radically alter the way many recruitment agencies operate.

    It’s a shame these articles weren’t constructed and researched better. If they had of been, it might of meant that some recruiters would have spent more time recruiting and less time here, listening to the sound of their keyboards as they vent their indignant fury.

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