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A justification to take HR out of hiring

Wes Bucey

Quite Involved in Discussions
#1
I've been following "Ask the Headhunter" on PBS for a while. Most of what he writes makes sense, but this column of his is smack on target!

Why HR Should Get Out of the Hiring Business

One telling point he makes is about Monster.com as an example of non-value job boards:
"Wasting money. Last year, almost a billion dollars was sucked up by just one online "job board," Monster.com, which was reported as the "source of hires" only 1.3% of the time by employers surveyed. HR could be advocating for the personal touch in recruiting, but blows through massive recruiting budgets with little to show."

I'd like to see the actual survey, of course, but I presume only those companies who actually paid for Monster.com ads were included in the survey.
 
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ScottK

Not out of the crisis
Staff member
Super Moderator
#2
I've been following "Ask the Headhunter" on PBS for a while. Most of what he writes makes sense, but this column of his is smack on target!

Why HR Should Get Out of the Hiring Business

One telling point he makes is about Monster.com as an example of non-value job boards:
"Wasting money. Last year, almost a billion dollars was sucked up by just one online "job board," Monster.com, which was reported as the "source of hires" only 1.3% of the time by employers surveyed. HR could be advocating for the personal touch in recruiting, but blows through massive recruiting budgets with little to show."

I'd like to see the actual survey, of course, but I presume only those companies who actually paid for Monster.com ads were included in the survey.
My company has a Monster account. But all hiring managers are given access to search and create job profiles. HR is the administrator. We do get a lot of hires from Monster because the right people are using it.

In the last several companies I've been with HR is getting less and less involved in recruiting and hiring and is more focused on benefit administration, payroll, and employment law. In fact in every instance I've moved the training program (traditionally an HR function) from HR to QA.
 

Wes Bucey

Quite Involved in Discussions
#3
So I prowled a bit in this Headhunter's website and came across this excerpt from his book. Does it sound a lot like what I've been preaching here for years?
[FONT=arial, helvetica]Take control.[/FONT][FONT=arial, helvetica]
Machiavelli once suggested that the way to succeed in any endeavor is to rely only on those resources over which you have control, and not to count on those over which you don't. When you shoot one thousand resumes through the mail or across the Internet, you have no control over who will read them or who will respond to you (if anyone). Could there even be one thousand jobs you would actually want? Do you know enough about them to decide? One thousand blind shots at success ? blind because there's no way on earth you could prepare quickly enough for the one you might actually interview for. No control at all. Nothing to count on. That essentially random first step starts you down the road to your own interview funeral.
[/FONT]
[FONT=arial, helvetica]
[/FONT]
[FONT=arial, helvetica]So what does a serious job hunter do? Take control the best way you know how ? the way the headhunter does. Start your job search the same way you start your work day: with an assessment of exactly what work the employer needs done. Apply your considerable skills and talents to doing the necessary research and planning. In other words, figure out what it will take to do the job successfully. Then, when you meet the employer, don't wait for anyone to prod you: do the job, right there in the interview. Because if you don't, the candidate I coached will.[/FONT]
 
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