Comments on: Lean Sourcing and Recruiting: JIT Candidate Acquisition http://www.booleanblackbelt.com/2008/12/lean-sourcing-and-recruiting-jit-candidate-acquisition/ Leveraging social networks, resume databases, and the Internet for sourcing and recruiting Thu, 09 Sep 2010 15:48:52 -0400 http://wordpress.org/?v=2.8.3 hourly 1 By: Candidate Pipelines vs. Just-In-Time Recruiting Part 2 http://www.booleanblackbelt.com/2008/12/lean-sourcing-and-recruiting-jit-candidate-acquisition/comment-page-1/#comment-5049 Candidate Pipelines vs. Just-In-Time Recruiting Part 2 Mon, 23 Nov 2009 15:01:45 +0000 http://www.booleanblackbelt.com/?p=632#comment-5049 [...] been a LONG time since I’ve written about my theories of Lean Recruiting – I honestly worry that it’s not a topic most people are interested in reading about [...] [...] been a LONG time since I’ve written about my theories of Lean Recruiting – I honestly worry that it’s not a topic most people are interested in reading about [...]

]]> By: Free and Original Content - Let's Keep it That Way | Boolean Black Belt http://www.booleanblackbelt.com/2008/12/lean-sourcing-and-recruiting-jit-candidate-acquisition/comment-page-1/#comment-2796 Free and Original Content - Let's Keep it That Way | Boolean Black Belt Sat, 21 Feb 2009 03:07:28 +0000 http://www.booleanblackbelt.com/?p=632#comment-2796 [...] effort into my work on the concepts of user-defined semantic search for sourcing and recuriting, Lean/JIT recruiting, Talent Intelligence, and my concepts of the Hidden Talent Pools of candidates you can’t [...] [...] effort into my work on the concepts of user-defined semantic search for sourcing and recuriting, Lean/JIT recruiting, Talent Intelligence, and my concepts of the Hidden Talent Pools of candidates you can’t [...]

]]> By: Do you have Talent Intelligence? | Boolean Black Belt http://www.booleanblackbelt.com/2008/12/lean-sourcing-and-recruiting-jit-candidate-acquisition/comment-page-1/#comment-2491 Do you have Talent Intelligence? | Boolean Black Belt Fri, 30 Jan 2009 18:03:56 +0000 http://www.booleanblackbelt.com/?p=632#comment-2491 [...] Statistically - size does matter. Please take a look at this post I wrote about statistics and the size of resume databases a while back that goes into quite a bit of detail regarding normal distributions, the Central Limit Theorem, and the Law of Large Numbers. The short version is that more resumes/candidate profiles = a higher probability that you have a given quantity of candidates who match any given hiring need. This can enable Lean/JIT sourcing and recruiting. [...] [...] Statistically – size does matter. Please take a look at this post I wrote about statistics and the size of resume databases a while back that goes into quite a bit of detail regarding normal distributions, the Central Limit Theorem, and the Law of Large Numbers. The short version is that more resumes/candidate profiles = a higher probability that you have a given quantity of candidates who match any given hiring need. This can enable Lean/JIT sourcing and recruiting. [...]

]]> By: rhoatlin http://www.booleanblackbelt.com/2008/12/lean-sourcing-and-recruiting-jit-candidate-acquisition/comment-page-1/#comment-2394 rhoatlin Wed, 17 Dec 2008 18:53:29 +0000 http://www.booleanblackbelt.com/?p=632#comment-2394 I understand and respect the concept of JIT as it applies to a durable good such as materials, supplies and inventory. However, I don't agree with the concept that in a "people inventory" business there is little to no value on developing relationships well in advance to an opportunity arising. Many of the people I had the pleasure of placing were identified and met by me 6 months prior to a placement being made. Matter of fact, many of the placements I made were generated by the marketing efforts I made on behalf of those individuals. Had not I known about those candidates I would not have had the "material" to create client interest in them. With all that said - love the blog!!! Great job! I understand and respect the concept of JIT as it applies to a durable good such as materials, supplies and inventory. However, I don’t agree with the concept that in a “people inventory” business there is little to no value on developing relationships well in advance to an opportunity arising. Many of the people I had the pleasure of placing were identified and met by me 6 months prior to a placement being made. Matter of fact, many of the placements I made were generated by the marketing efforts I made on behalf of those individuals. Had not I known about those candidates I would not have had the “material” to create client interest in them.

With all that said – love the blog!!! Great job!

]]> By: Lean Recruiting: No Forecasts or Talent Pipelines Required! | Boolean Black Belt http://www.booleanblackbelt.com/2008/12/lean-sourcing-and-recruiting-jit-candidate-acquisition/comment-page-1/#comment-2393 Lean Recruiting: No Forecasts or Talent Pipelines Required! | Boolean Black Belt Wed, 17 Dec 2008 15:01:15 +0000 http://www.booleanblackbelt.com/?p=632#comment-2393 [...] is a follow up post to this article I wrote on Lean/JIT recruiting, which I circulated as a dicussion topic through a few of the larger staffing and recruiting groups [...] [...] is a follow up post to this article I wrote on Lean/JIT recruiting, which I circulated as a dicussion topic through a few of the larger staffing and recruiting groups [...]

]]> By: Resume Databases vs. Cold Calling and Referral Recruiting | Boolean Black Belt http://www.booleanblackbelt.com/2008/12/lean-sourcing-and-recruiting-jit-candidate-acquisition/comment-page-1/#comment-2390 Resume Databases vs. Cold Calling and Referral Recruiting | Boolean Black Belt Mon, 15 Dec 2008 16:07:12 +0000 http://www.booleanblackbelt.com/?p=632#comment-2390 [...] produce a high volume of well matched and qualified candidates in response to manager/client Pull than any other method of candidate identification and acquisition.  This is primarily due to the [...] [...] produce a high volume of well matched and qualified candidates in response to manager/client Pull than any other method of candidate identification and acquisition.  This is primarily due to the [...]

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