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December 30, 2009

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Interesting insight from Seth Lee that many internal recruiting groups are being staffed by former outside or 3rd party recruiters. The recruiting model that has existed for the 40 years is going through huge changes brought about in part by new technologies like Social Media and an economy in turmoil.

It would be interesting to hear Seth's vision of how both internal groups and external recruiters can co-exist (and will they?) and the roles each will fulfill.

Alexandra -

The last line highlights what job seekers need to be doing: try several channels - apply to jobs, network w/ other professionals, conduct informational interviews, etc. - to get to the position they want. Those who are positive and persistent are landing each day.

If job seekers want to learn more about working at the University of Chicago or Alumni Relations and Development, they can email me to schedule time to meet.

Have a great New Year!

aj

Great post, A.
Along with this, job seekers can find the most un advertised jobs direct from company websites by visiting LINKUP.com.
It is the new job search engine for the new decade. By finding the real job openings via www.linkup.com first, the saavy job seeker can make or initiate contact with the internal recruiter or hiring manager.

@GL: Thanks, and how's the new biz doing these days?

@Angela: Thanks, and we should talk about me potentially speaking there in 2010. Are you coming to the party on the 12th?

@Bill: Great question, I'll forward it to Seth and see if he wants to chime in.


Great topic - we also believe that there is a change afoot in recruiting. We haven't seen any numbers to back up this trend as yet (and they may be hard to come by) but the recruiters and candidates we've been talking to all seem to agree.

We think it's the companies themselves realizing that there are a lot more avenues now to communicate directly with potential employees, that they were unsure of the value recruiters add (particularly in this job market) and they need to reduce the costs of their hiring. We strongly believe this is a good trend that we will make for a better recruiting experience for the candidates.

But as mentioned several times already - job seekers need to keep all avenues open.

www.jobspeaker.com
Tools to manage your job search (built by job seekers for job seekers)

This is a great post, and I think very accurate. I came in-house back in '06, from the agency side, to function as an in-house agency. I behave like a headhunter (heck, that's how I'm trained), but also work on issues around brand and internal hiring processes. It's a unique mix of skills - if a company's planning on going this route, they should be prepared to train on the areas that an agency recruiter simply has never had to focus on.

Beyond that, I think we're going to see more recruiting operations run like well-honed marketing groups: a core group of highly talented employees who work on defining and articulating the brand, while also running candidate lead gen and advertising to the market. They'll build up hubs of talent and stay in touch with them via multi-points, from Twitter updates, LinkedIn, etc. When the company is in a growth push, they'll know which agencies to tap that are familiar with their brand, specialists in the area that needs staffing, and can add muscle to the in-house team.

If this is true, then the agencies that will thrive will be the ones that can scale rapidly, know how to function as external evangelists, and are focused on specialized skills.

@Jobspeaker: Thanks for the additional insight, and the link to your site!

@Martin: VERY interesting point about marketing. I've seen hints of this already.

Nice overview! Totally agree with the colcnusion. When I've helped with interviews, I've seen cover letters have a life well beyond the initial screening. And for all those screeners who feel they don't have time to even glance at them, I've found quite a few terrific candidates whose resumes alone wouldn't have gotten them to the job but who turned out to be really great additions to the organizations.~ Ronnie Ann

The recruiter's cleint is the prospective employer, not you. They will short-list the candidates with the text book qualifications rather than take a chance that someone may ask "why did you recommend that person?"

Right on point. The guys that tell you a year out is too far in advance are out to lunch. Al a retueicrr cares about s the short term and placing candidates in jobs immediately, IF and When they have a lead on one. Tis process proved to be fruitless for me also and recommend 12–18 months out to start looking with a smooth resume in hand. YOUR own network is what will get you hired, not the bad advice of many commission based sales retueicrrs.

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