We knew we’d hear from the other side after last month’s drubbing of internal recruiters â€“ and we did. Here are a few of the “other side’s” comments on the subject of internal/contract recruiters:
“When my company needs to buy a piece of capital equipment, the requesting department manager decides what they need and makes out a requisition for the purchasing department to locate the best equipment at the best â€“ not necessarily lowest â€“ cost. As an in-house recruiter, I am the purchasing agent for human capital. Just as we don’t allow the department manager needing the capital equipment to go to Home Depot or Tools R Us for their needs, we also require those needing human capital to come through us. It would be chaos otherwise.”
“I left the world of third-party recruiting a few years ago and joined my current company because my personal situation required some stability in my income and benefits. I was good at what I did and respect those who are successful in my former profession. That doesn’t mean, however, that I am now an ignorant dolt whose sole purpose is to become a ‘speed bump’ in the pursuits of those recruiters who want our business. I have always felt that to get respect you have to give respect â€“ and I always give it to those who have earned it. But there are those in my former profession who feel they have a God-given right to do everything ‘their’ way. We have established our protocols for a reason. They work for us and serve our needs. They are neither unreasonable nor arbitrary and if you want our attention, you must comply. It is what it is. I have some wonderful relationships with some third-party practitioners but I’m sure some of the remarks in your February issue apply to me and/or my firm.”
“There is a time and a place for third-party intervention. Every so often we need a middleman’s help in filling an opening. More often, we do not. My firm has blessed our recruiting department with all the technological toys to be able to fill most openings on our own and I’m getting tired of hearing your side’s constant whining about how much better they are than those “in-house” recruiters.”
Long time subscribers will remember the Recruiter Computer Report that we published a couple of decades ago when everyone was jumping on the computerization bandwagon. We published it for almost 20 years and it was the industry standard for those moving into the cyber world. We discontinued the publication when the state-of-the-art began moving forward so quickly that we were unable to keep the publication current. But, by far, the most requested information is about software and, especially, applicant tracking system programs.
Mark Berger, our exceptionally qualified Internet Recruiting columnist and proprietor of Swat Recruiting, has spent the past many months compiling and evaluating these offerings and has just published the 2006 version of the Recruiter Computer Report – Applicant Tracking Systems – Identification, Evaluation, and Selection. It is truly the new industry standard.
This book was developed to assist those in search of the right Applicant Tracking System. The almost 100-page book covers many of the issues facing any individual involved in the tedious and often frustrating task of selecting the best ATS for their needs. It also includes an ATS Directory with dozens of listings including the leading firms, commentaries by ATS industry leaders, and Fordyce Letter ATS reviews. It is priced at a very reasonable $89.00 plus shipping. For info or to order, call Mark at (314) 962-7515 or go to: www.swatrecruiting.com.
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Last month, I sounded off on all the ‘globalization’ buzz and expressed my opinion on the idiocy of attempting to make international placements when there are more than enough placement opportunities right in your own backyards. As expected, I received a number of well-written and well-researched emails attempting to ‘educate’ me on the folly of my beliefs. “Globalization is here and affects every facet of our life and blah, blah, blah.” Last month, I said, “Who cares!” To those who took the time to try to tutor me on a subject about which they consider me to be an ignoramus, I say, “So what!”
I am well aware that it is now a global economy. I am also aware that the time it takes you to make one international placement, you can make 5 domestic ones.
Last month, we published Bill Vick’s Commandments for Big Billers. This month, we’re giving you “Ten things most tenured recruiters believe but rarely admit” by Neil P. McNulty, Sr. It’s a breath of fresh air.
A rash of con artists flocking to our business?