RecruiterGenie.com

RecruiterGenie.com Group on LinkedIn

2005-12-08T22:39:00.000-05:00

A valuable new networking option is now available to all RecruiterGenie.com users. We've created a RecruiterGenie.com Group for LinkedIn, the leading professional network tool online, used by almost four million professionals worldwide. Group membership is free and is available to all recruiting professionals.

Through our group, you can:

Get access to all the functionalities of RecruiterGenie.com. RecruiterGenie.com Group for LinkedIn is used as a screening room for RecruiterGenie.com. Once you are approved member of RecruiterGenie.com Group for LinkedIn you will most likely receive an invitation to register on RecruiterGenie.com.
Leverage the power of the RecruiterGenie.com Group for LinkedIn to find new business contacts - both RecruiterGenie.com users and their contacts.
Accelerate your business through referrals from RecruiterGenie.com Group for LinkedIn.

Whether you already use LinkedIn or not, you can join the RecruiterGenie.com Group by clicking this link: http://www.linkedin.com/e/gis/1554/49DC7622A70C

If you don't receive immediate approval, we'll verify your profile and approve your membership within one business day.

Thanks for joining our LinkedIn group. We wish you great networking success!

Note:
LinkedIn functions independently from our RecruiterGenie.com online community. There is no connection between the two and, for now, there is no synchronization.

Commoditizing Recruitment

2005-12-06T11:11:00.000-05:00

Exploring tradeoffs in commoditization of service brought by new technologies and business trends

Few industries are poised to feel the winds of change as strongly as the Personnel Recruitment industry. A significant factor that will be a major influence on the change will be the commoditization of service brought by new technology.

Compressions of service deliver time, peeling of recruitment process and industry standardization are three other chief factors with major impact on recruiting beside commoditization of service offerings. This will undoubtedly position certain players to prosper and others to suffer in this new paradigm, as globalized service practices become the norm.

The prime drivers of these changes are new technologies, particularly those around the Internet. It’s needless to say that the internet allowed us to achieve a degree of interconnection that has never been possible before. Today’s inexpensive and reliable communications are allowing recruiters to access clients and candidates via VoIP or e-mail from any web enabled location. Physical proximity to the talent pool used to be a key advantage in the talent wars in the old days, but not any more.

Outsourcing

In this scenario, as you peel business processes into “high” and “low” talent pool co-location needs, the workforce needed to execute “low” talent pool co-location processes can be anywhere in the world. With the political storm now raging around outsourcing and “off-shoring,” one fact seems to be that outsourcing is inevitably the key driving force responsible for changing today’s business landscape; whether we like it or not. Conventional wisdom teaches us that we should draw conclusions from IT Industry and find the way to embrace this trend.

Several years ago, only “very low” customer co-location kind of work was sent to remote locations – like software code development. With success stories building up, and wider availability of cheep communications, we are steadily moving towards the day when certain portions of recruitment process will be outsourced to more cost competitive labor markets. No one is immune, and soon enough recruiters in developed countries who have traditionally been insulated from global market forces will be faced with competition as they have never seen before: recruiting consultants from global outsourcing hot spots capable of offering comparable-quality service at perhaps a tenth the cost of their counterparts will get in the game.

However, overall more likely than not, outsourcing will bring definite advantages. I am sure that most of us would appreciate help in meeting and greeting applicants so that they do not feel like their resumes have only been sucked into an ATS (Applicant Tracking System) black hole. But initial correspondence, introductory e-mails, first level of selection, test administration, preliminary interviews, only to name a few, could be purchased externally at more competitive costs than internal resources.

If we disregard our feelings about major job boards and other technology based recruiting tools effectiveness for a moment, we will realize that every single recruiter who is serous about their business performance has access to those tools; and they don’t come cheap. I guess where I am getting at is that recruiting technology vendors are going to be in the forefront of outsourcing and price reductions. There is no technological solution for recruiting problems, human touch is a necessity. That has to be achieved all the while cutting the cost of the service.

It would be something like having a free job board like Google BASE and you would pay only for add-on services such as support call center where candidates would receive basic info about their job application status and hiring process, sort of live FAQ section. I am sure that simple “Hello and thank you for applying at XYZ corp.” from a live person would beat auto-reply (Don’t call us we’ll call you!!!) via e-mail any time of the day. This approach would definitely improve candidates experience and it would go a long way in building a relationship with applicants.

Outsourcing will not reduce the number of jobs, it will create jobs. Since some of the functionalities of the technological recruiting solutions that were automated will have to go live.

On top of everything, not since the Black Death has our society been facing the prospect of such magnitude in demographic shift as we will experience with retirement of baby boomers. This looming candidates market will put pressure on corporate world to reach for their bag of tricks in order to attract the best employees. This will just reinforce outsourcing and commoditizing of recruiting services as obvious choices.

600 hours of Candidate Sourcing & Resume Evaluation

This climate in the industry will eventually call for the development of a trading platform for the job market where employees will be price tagged according to the current availability of their skill set. Basic laws of demand and offer will impact employers’ cost per hire more then ever. Fierce competition for top talent will also drive employers to expand their recruitment services vendor lists.

The mechanics of this business approach will complete the process of commoditizing recruiting services. At that point employers will have the option to buy X hours of unbundled recruiting services from XYZ company at $X/h for “run of the mill” recruitment operations and, for more difficult assignments, paying premium fees for full cycle recruiting services. In order to gain buyers confidence, vendors will have to adhere to (for the sake of argument, let's say) to ASA (American Staffing Association) standards and all employees will have to acquire CPC (Certified Placement Consultant) and AIRS designations. Outsourcing and commoditization will force the long overdue issue of standardizing the recruiting industry.

Headhunters

Let’s step back for a moment and take a look at the things from the third party recruiters’ perspective. Commoditizing of recruiting services will certainly be a bad news for some. Same was the nuclear winter for dinosaurs. It is only natural that anyone who fails to evolve and adjust to a new environment will most likely perish in to obscurity. On the other hand, those embracing the changes will prosper.

But third party recruiters’ should not look at commoditizing of recruiting services as a threat, rather as an opportunity. Peeling of the business process and outsourcing its menial components will create an increased need for recruiting experts who will provide those critical services like relationship building, negotiation, strategic evaluation and selling. That type of expertise will be available only at premium rates.

Third party recruiters’ will improve their bottom line by taking advantage of next generation support tools and services that will be free or very inexpensive. This will enable them to focus on core aspects of recruiting process, where there is no low cost substitute. Outsourcing and commoditizing of recruiting services will certainly improve overall profitability of top performers in recruiting industry since they will be doing more business at lower overhead cost.

RecruiterGenie.com

Several centuries ago due to new technologies and discoveries, stock and commodities exchanges arose. Similar forces are currently inducing the commoditization of recruiting have created RecruiterGenie.com.

This web based platform gives recruitment professionals and hiring managers the ability to work smarter and increase productivity. RecruiterGenie.com assists employers in the building of companies by streamlining talent acquisition through third party recruiters thus creating the trading platform for the job market we mentioned earlier. By taking an advantage of free market economics and adjusting the fee accordingly, hiring managers can control delivery turnaround time, quality of referrals and cost per hire.

RecruiterGenie.com also enables third party recruiters to benefit from recruiter-to-recruiter exchanges that facilitate matching job orders and active candidates held by other recruiters within RecruiterGenie.com. By working together recruiters can increase their efficiency through building of strategic partnerships. This will ultimately result in expansion of their reach and increased quality of service.

Recruiting firms and corporate recruiting departments should start thinking seriously about running their business by emulating Cisco’s approach of network of alliances. The idea is to have employees responsible only for a set of core activities. Partner companies provide the rest and all parties thrive in such a model.

About the author

Paul Lalovich is the Project Manager at ORIS Creative Solutions Inc. (http://www.orissolutions.ca/), where his primary focus is to support his client's efforts to build great organizations by hiring the very best employees and to teach others how to do the same. He is a personnel recruiting professional with a demonstrated ability to develop and implement recruiting strategies that support business objectives. Paul has a thorough understanding of the key recruitment success factors needed to hire top talent in a highly competitive industry.

Paul's expertise includes creative sourcing strategies, full end-to-end recruitment metrics, client management, succession planning, and the development of recruitment solutions software. Paul specializes in contingent, retained and executive search work for the IT sector in US, Canada and Europe.

First time users

2005-11-29T23:56:00.000-05:00

Once you receive e-mail confirmation that your account is active, you can access RecruiterGenie.com by using your user name and password. When you login, on your home page you will have an over view of your active, closed and expired recruiting assignments.

As a new user depending on your immediate needs you could choose to post your hard to fill job order or review public job orders. Let’s say that you have a job order that you are looking to fill by attracting some outside help. In that case you should go to Post a Job page.

This page is more less a standard job posting form with few additional options where you would specify search fee and guarantee. After completing this page you would be prompted to the next step of the posting process. Here things get interesting.

At this stage you have to decide how wide your audience will be. You can select to make your job order public, so that all the recruiters on RecruiterGenie.com can see it in the job search results or you can invite a limited number of recruiters to work on your job order.

If you would like to have a limited number of recruiters helping you, then you should click on Manage Recruiters link, where you can make your work group. You can select recruiters according variety of criteria (i.e. location, industry, etc…). Once you have setup your group and completed posting of your job order, an e-mail notification will be sent to recruiters that you have selected in order to invite them to work on your job order.

We encourage you to follow up with a phone call and introduce your self in case that you have no prior relationship with recruiters in your work group. A Fee Splits agreement would be a good idea at this stage.

Afterwards you can search public job orders and maybe you will find something that you could work on. Keep in mind that all the invitation jobs are not going to be available for viewing in job search results page.

Why is RecruiterGenie.com FREE?!?

2005-11-28T23:59:00.000-05:00

When people get introduced to RecruiterGenie.com, one question keeps coming up. “Why is it FREE?”

There are a lot of articles about cost effectives of offshore software development. One can develop fairly sophisticated software by outsourcing the work to “cheap foreign labor markets”, as CNN Lou Dobbs would like to say. Application like this can cost you less than a half of the decent placement fee ; )

When you add the fact that today it is very inexpensive to maintain and host web based applications similar to RecruiterGenie.com. It makes financial sense to try new things and explore all the possibilities.

We have developed RecruiterGenie.com for internal use and it worked out great for us. So we decided to share this tool with others. I think that it is common sense to collaborate in our business and RecruiterGenie.com provides a great platform for that.

RecruiterGenie.com jobs on Google Base

2005-11-23T21:37:00.000-05:00

Within next 30 days RecruiterGenie.com will offer an interaction opportunity to candidates through Google Base. All job orders from employers and recruiters will be posted on Google Base. This will offer an additional option to employers and recruiters where they could get a candidate without the fee attached. Also it will provide additional exposure for all the users of RecruiterGenie.com.

In case if you are not familiar with Google Base. It is a place where you can easily submit all types of online and offline content that we'll host and make searchable online. You can describe any item you post with attributes, which will help people find it when they search Google Base. In fact, based on the relevance of your items, they may also be included in the main Google search index and other Google products like Froogle, Google Base and Google Local. More at http://base.google.com/base/about.html.

RecruiterGenie.com group on ERE

2005-11-23T21:28:00.000-05:00

ERE discussions are forum where ERE Network members comes to discuss and debate issues related to recruiting and talent management.

RecruiterGenie.com has established a group on ERE, Recruiter Genie in order to maximize its presence within HR community and to provide members with a platform for discussion and comments.

RecruiterGenie.com LinkedIn Group

2005-11-22T21:06:00.000-05:00

On Friday, November 25, 2005 RecruiterGenie.com will become a LinkedIn Group. LinkedIn for Groups will enable RecruiterGenie.com users to “Linked In” — bringing extra features for networking and strengthening interconnections between each other.

LinkedIn for Groups will help RecruiterGenie.com users search within our group for vital new contacts. Group members can use special contact settings to communicate directly with fellow members plus much more.

How does it work?!? PART 2

2005-11-21T21:07:00.000-05:00

In first part we have described initial stages (signup, job order posting and partner selection) of recruitment process utilizing RecruiterGenie.com.

At this point your job order is available to recruiters in your work group or it’s listed on the job board, depending on your earlier selection. Recruiters who decide to work on your job orders will send you referrals through RecruiterGenie.com. You will be notified via E-mail regarding new referrals that you can review on RecruiterGenie.com. Referral management system will help you keep track of all the referrals and it will help you keep your partners up to date with status progress of their candidates.

If you have presented your job order only to your work group and you have not received desired results you can edit your job order and widen the search by making your job order available to additional recruiters from Chicago, IL or to all recruiters on RecruiterGenie.com.

For both new and established recruiters, the RecruiterGenie.com provides a foundation to start and grow a successful recruiting practice. RecruiterGenie.com does not charge a percentage if a split placement occurs or membership fees, services are absolutely FREE.

If more information would help please visit our FAQ & Knowledge Base.

How does it work?!? PART 1

2005-11-21T19:42:00.000-05:00

Since RecruiterGenie.com is a member only site, once you get an invitation from a current member you would fill a registration form. Once approved by admin you are set to start using RecruiterGenie.com.

Depending on you current need you could either search through job order postings or post a job order yourself. For argument sake let’s presume that you are looking to get some help with your hard to fill assignment in Chicago, IL and you are located in Sa Diego, CA.

First thing that you will do is job posting. You would be prompted to post necessary information that can be used by other recruiters to help you fill the given position. Once you have provided information such as title, job description, salary range, fee, guarantee info, etc. RecruiterGenie.com would prompt you to select your audience.

At this point you have to decide which route will work best for you. You could make your posting public and all recruiters on the RecruiterGenie.com could see your job order in Job Search results. If you feel more comfortable working with few selected recruiters. You can simply search our database of recruiters and select trading partners according to your preferences. Another option is to send an invitation to your current partners and have them join you at RecruiterGenie.com. Once you have established your work group your job order will be posted to selected recruiters and they will receive an e-mail notification regarding your posting.

New Functionalities

2005-11-21T14:24:00.000-05:00

We strongly encourage you to contact us with your questions and suggestions. RecruiterGenie.com is evolving constantly and your help and input would be greatly appreciated. Please let us know what works and what doesn’t work for you.

The Idea

2005-11-21T14:01:00.000-05:00

Last year around this time one of our clients was in need of 30 Senior Software Developers. This assignment was outside our geographical service area so we decided to reach out to our partners in the region. Searches were somewhat difficult so by dividing the work load between 4 partner firms was obvious choice.

30 positions to fill is not an easy task, never the less we have managed to deal with the situation and learned a valuable lessons. After some brainstorming and market research we decided to develop a platform that would enable us to streamline work with our partners and clients. That is more less how the idea was born.

Naturally as we have progressed in our development of the RecruiterGenie.com some of the functionalities have evolved along the way. Main theme in our development of this application was simplicity and ease of use. Way too many recruiting applications currently in the market are user-unfriendly. RecruiterGenie.com basically provides you with an opportunity to do exactly the same things you do now, when dealing with other recruiters and/or hiring managers. You’re just going to be able to do more for the shorter period of time. You can work with clients and partners that you have dealt before and some that you have not had chance to meet yet.

More about RecruiterGenie.com is available at our FAQ & Knowledge Base.

What is RecruiterGenie.com

2005-11-21T11:03:00.000-05:00

RecruiterGenie.com is a platform that enables employers and recruiters to work together efficiently and effectively. RecruiterGenie.com is an innovative recruitment solution that assists in the building of companies by streamlining talent acquisition through third party recruiters. RecruiterGenie.com also enables third party recruiters to benefit from recruiter-to-recruiter exchange that facilitates matching job orders and active candidates held by other recruiters within RecruiterGenie.com.

Why we blog?

2005-11-19T21:29:00.000-05:00

We decided to create this particular blog to provide a forum for free exchange between RecruiterGenie.com audience and the RecruiterGenie.com team. It's a place where we can tell you what RecruiterGenie.com is doing (and why), and where you can tell us what you think about what RecruiterGenie.com is doing (and why).