Comments on: Candidate Pipelines vs. Just-In-Time Recruiting Part 2

By: Pt. 2 – The Flexible Workforce and Its Effect on Sourcing & Recruiting « Hutalentjam's Blog

Wed, 07 Jul 2010 02:47:03 +0000

[...] *Cathey’s post: http://www.booleanblackbelt.com/2009/11/candidate-pipelines-vs-just…; [...]

By: Candidate Pipelines vs. Just-In-Time Recruiting Part 4

Candidate Pipelines vs. Just-In-Time Recruiting Part 4 — Tue, 08 Dec 2009 15:01:35 +0000

[...] Part 2 of this series, I introduced the concept of resumes and/or candidate profiles (ATS, social [...]

By: Candidate Pipelines vs. Just-In-Time Recruiting Part 3

Candidate Pipelines vs. Just-In-Time Recruiting Part 3 — Tue, 01 Dec 2009 15:03:01 +0000

[...] Part 1 and Part 2 in this series, I explored many of the intrinsic limitations and hidden costs of traditional [...]

By: There is no Recruiting God « Norton Folgate: The Recruiting Unblog

There is no Recruiting God « Norton Folgate: The Recruiting Unblog — Sat, 28 Nov 2009 01:42:27 +0000

[...] i have read 2 blogs from people whose views i respect @AndyHeadworth & @BooleanBlackBlt. Glen’s (BooleanBlackBlt) blog covered the talent pool v just in time sourcing debate. Readers from the U.K. may not be familiar [...]

By: Boolean Black Belt

Boolean Black Belt — Wed, 25 Nov 2009 22:58:25 +0000

Justin, I am sure I will be writing more on the topic of Lean recruiting, leaking bits and pieces of what it would take to build a true RPS. If I ever get clearance to do so, I’d like to write a book on the subject.

I am excited to hear Nestle has a recruiting process that was designed around Lean principles! As you can see if you do a little Internet research, there is VERY little written about the concepts of Lean recruiting, and even less about the actual practice. I see you noticed that I created a Lean sourcing and recruiting group (I just approved your request, thanks!) – I hope to get some discussions going there and attract more people who have experience with Lean recruiting as I do firmly believe it is only a matter of time before most companies realize the power and benefits of applying Lean principles to the recruiting process.

With regard to what you’re doing at Nestle, I am curious to know – how much time and effort would you say is spent on performing proactive searches, and what % of proactively sourced candidates are spoken to? Additionally, how much time and effort is spent on maintaining WIP candidate inventory for whom there is not a current hiring need? Exactly what level of effort is extended to maintain candidate pipelines – phone calls, personal emails, automated emails, etc.?

By: Boolean Black Belt

Boolean Black Belt — Wed, 25 Nov 2009 22:47:54 +0000

Wendy, I think many recruiters never take the time to think about the value they are providing (or not) to candidates they indefinitely “keep warm.” There’s quite a bit of “overprocessing” going on with very little value passed on to the candidates.

Regarding your “shelf life” comment – I wholeheartedly agree. More on that concept coming soon. Thanks for reading and sharing your thoughts!

By: Boolean Black Belt

Boolean Black Belt — Wed, 25 Nov 2009 22:40:38 +0000

Jeremy,
Thank you for never failing to be entertaining!

By: Wendy Kerkhoff

Wendy Kerkhoff — Wed, 25 Nov 2009 16:09:16 +0000

Kudo’s to you Glen for describing this paradigm shift in recruiting. I am a firm believer in this Lean practice in recruiting and can give testiment to the fact that it works. All too often, I have heard recruiters in this economy say that they are taking advantage of this slow time to increase their candidate pipeline and inventory to better position themselves when things turn around. One really has to question if today’s inventory is going to be fresh for tomorrow’s needs. The real secret is knowing that the shelf life for recruiting inventory is actually quite short.

By: Jeremy Langhans

Jeremy Langhans — Tue, 24 Nov 2009 21:22:12 +0000

Muri (無理, “unreasonable”)
is a Japanese term for overburden, unreasonableness or absurdity, which has become popularized in the wonderful world of Sourcing Talent.

By: Sourcing Samuri

Sourcing Samuri — Tue, 24 Nov 2009 19:55:24 +0000

BBB,

I would be interested in learning surface level info about your theories in what a full life cycle Lean RPS (Recruiting Production System) would look like. (Either off-blog, or in a future post…)

At Nestle we have develolped a very-sophisticated, end to end recruiting process that cleverly pays heavy attention to Maintained Pipelines, Proactive Search’s, and well thought out Workforce Plans (hire forcasting). The concept was designed around LEAN principals, and was created to mainly attack our “time to fill” metric. I’m confident it’s effective, but am certain it could be improved. I’d be curious to hear your perspective on what we’re doing…

Ciao