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

By: Claudio Joppert

Claudio Joppert — Tue, 16 Mar 2010 10:24:22 +0000

This is great material.
When is Part 4 coming up?
Thanks

By: Boolean Black Belt

Boolean Black Belt — Sat, 16 Jan 2010 00:55:54 +0000

NNN,
Thank you for your detailed response – we are definitely on the same page. I’d also like to point out that you were also the only person who actually left answers to all of the tough questions. Bravo!

By: NNN

NNN — Tue, 05 Jan 2010 00:38:20 +0000

I love your comments. I have believed in this type of recruiting for many years. Even if I have been criticized for recruiting this way – Recruit on demand. First of all, unless you always recruit for the same type of job that never changes, it’s fruitless to keep a long list of candidates. And today, things are changing all the time.
I believe you can have a short list of people/candidates who you may have placed in the past or know through referrals or networking but to keep a long list of people just because you have received their resume or interviewed them in the past can be hopeless. It doesn’t help the recruiter or the candidate. Actually, when you raise expectations of candidates in that manner that is when candidates believe recruiters are full of it. Let’s face it, recruiters can’t place everyone. I often tell candidates how to go about conducting their own search now in this economy if I can’t help them.
that isn’t to say that I don’t keep a few candidates with highly speciaized skills for those specific needs.
But, in general, no.
I find that even if you did keep a long line of candidates, chances are either something is missing, skill set or compensation or goals.

It’s almost like keeping 4 different sizes of clothing in your closet just in case you might one day lose those 20 pounds. If you want to keep one or two sizes, that is reasonable but if you are a size 10, do you really think keeping those jeans size 2 for 5 years is worth the space in your closet? What are the chances? And if you did go down to a size 2…wouldn’t you run to the nearest mall for new clothes? RIGHT!
Anyway, below are my answers to the tough questions.

* Precisely WHY do you maintain relationships with candidates? It depends on the candidates. If they have backgrounds and skills that are generic to several industries, and I have filled many such positions, then it pays, otherwise, not.
* What is the ultimate value you provide to candidates? Your clients/hiring managers? Giving them the best candidates that meet their needs.
* What are you paid to do? provide an excellent service as quickly as possible with the right candidate
* How much time should a sourcer/recruiter spend maintaining relationships with pipelined candidates for whom they have no current needs? very little time.
* What is the ideal level of candidate processing prior to actual need? In my case, almost negligible.
* How often should you stay in touch with in-process candidates? It really depends because unless you have a sound relationship with them, your call may alert them that there might be something available. Just to say hi is almost a let down.
* How many candidates can you realistically maintain a “relationship” with? very few.
* Do you honestly feel that you are providing maximum value to candidates that you “keep warm,” but ultimately never even get submitted to a hiring manager in consideration for an opening? Absolutely not.

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

Candidate Pipelines vs. Just-In-Time Recruiting Part 4 — Tue, 08 Dec 2009 15:02:25 +0000

[...] readers in Part 3 what they felt was the ultimate value they provide to candidates. Jeremy Langhans responded with what I believe is the most accurate answer, which is “a [...]

By: Twitted by leftylambo

Twitted by leftylambo — Tue, 08 Dec 2009 10:57:23 +0000

[...] This post was Twitted by leftylambo [...]

By: Joanne Peters

Joanne Peters — Thu, 03 Dec 2009 15:50:50 +0000

I was basically going to write the same comment as Adam-I have looked at life from both sides now-meaning I am a recruiter recently turned job-seeker. I need a job. If I need to be kept warm, I have a great guy for that!
JIT recruiting is already here and has been for a few years. This has been driven by a number of factors-social media, mobile apps, lean recruiting budgets, VMS and the “100% match” rule-to name a few. These articles are doing a great job of defining this natural evolution of recruiting and definitely getting a lot of dinosaurs thinking.
There are issues with this though-commoditizing the art of recruiting as if it is making a subway sandwich has intrinsic dangers. Are all of us involved in bringing talent into our businesses forgetting that the best match isn’t always so formulaic as 2 slices of turkey and one squirt of mayo? I worry about the future of innovation when everyone seems to be hiring the exact match to skill sets-usually with the excuse that no one has the time to train. What about soft skills? What about new ideas brought from other industries? What about the fresh perspective of a new graduate?
These are the advantages that a bit of “pipeling” can add to a recruiter’s value proposition to their clients, internal or external. Don’t invest time in the process of keeping an ever leaking pool full but definitely hang on to those people who your instincts tell you are great! That’s where the push should come in. After all there should always be a balance of push and pull.

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

Candidate Pipelines vs. Just-In-Time Recruiting Part 2 — Thu, 03 Dec 2009 02:43:12 +0000

[...] Click here to read Part 3 [...]

By: Sourcing Samuri

Sourcing Samuri — Wed, 02 Dec 2009 21:38:56 +0000

Glen,

Great post.

I think it’s important to point out who specifically, your target audience is for these topics. I can see this blog being received differently from different readers.

Being an experienced Recruiter on both sides of the house (internal AND agency), I can say without a doubt that Recruiting Internally is a much different beast then Agency Recruiting. The approach is different, the motive is different, and the process is different. That being said, I think it’s important to point out that Lean Recruiting is a philosphy “mostly” embraced by Internal Recruiters/Recruiting Managers. After all, Lean Recruiting was developed to attack hiring metrics like “cost per hire”, “time to fill”, etc…. Metrics that most agencies never track.

By: Mike Lippman

Mike Lippman — Wed, 02 Dec 2009 20:25:48 +0000

Excellent series of posts, as usual.
Would any of your recommendations be different if you were recruiting for a managed services/consulting firm that sought to build a long term team? While the candidates need to meet the end customer’s requirements, they also have to be good candidates for the consulting firm itself; people they can redeploy long term. Would pipelining be more appropriate in that situation?

By: Jeremy Langhans

Jeremy Langhans — Wed, 02 Dec 2009 17:27:11 +0000

oops – i use some html on accident… on this Q here is my answer:

How many candidates can you realistically maintain a “relationship” with? = [[ insert a post on PROSPECTS vs. “candidates” }}