Comments for AllianceQ Blog http://allianceqblog.qaaqblogs.com Thu, 25 Dec 2008 17:57:36 +0000 http://wordpress.org/?v=2.6 Comment on Doomsday Predictions by Rafael http://allianceqblog.qaaqblogs.com/2008/10/15/doomsday-predictions/#comment-391 Rafael Thu, 16 Oct 2008 15:42:34 +0000 http://allianceqblog.qaaqblogs.com/?p=123#comment-391 Phil - Intelligent thoughts and sound reasoning. I would have written the same thing but you beat me to it. Thanks! Phil - Intelligent thoughts and sound reasoning. I would have written the same thing but you beat me to it. Thanks!

]]> Comment on Doomsday Predictions by Joel Cheesman http://allianceqblog.qaaqblogs.com/2008/10/15/doomsday-predictions/#comment-381 Joel Cheesman Wed, 15 Oct 2008 14:36:21 +0000 http://allianceqblog.qaaqblogs.com/?p=123#comment-381 Thanks for the commentary, Phil. I appreciate your added insight. Thanks for the commentary, Phil. I appreciate your added insight.

]]> Comment on The Politics of Recruiting by Aaron Ziff http://allianceqblog.qaaqblogs.com/2008/09/02/the-politics-of-recruiting/#comment-112 Aaron Ziff Wed, 10 Sep 2008 15:31:06 +0000 http://allianceqblog.qaaqblogs.com/?p=70#comment-112 I find this topic to be very interesting. As a former recruiter and masters degree holder in industrial-organizational psychology, I continually struggle with the tension between scientific analysis and instincts. My personal feeling (from my early, decidedly non-scientific executive search experience), is that instincts can be developed and are perhaps the single most valuable tool a recruiter possesses. I find that my appraisals of others are rapid, accurate and almost always substantiated. That having been said, there is much to be gained by supplementing these judgments with hard data and evidence. I have been dismayed at the typical recruiting approach employed by the majority of organizations. Most recruiters that I've interacted with think inside the box, read off a script and seek canned answers to canned questions you would find in any interviewing book. I always saw my job (even before graduate school) as being to creatively uncover talent and identify opportunities where they were not immediately obvious. Anyone can perform a check-the-box exercise and read through a resume; it takes skill to elevate one's awareness to consider competencies, personality and disposition, and match these to the appropriate functional areas within different companies. I find this topic to be very interesting. As a former recruiter and masters degree holder in industrial-organizational psychology, I continually struggle with the tension between scientific analysis and instincts.

My personal feeling (from my early, decidedly non-scientific executive search experience), is that instincts can be developed and are perhaps the single most valuable tool a recruiter possesses. I find that my appraisals of others are rapid, accurate and almost always substantiated. That having been said, there is much to be gained by supplementing these judgments with hard data and evidence.

I have been dismayed at the typical recruiting approach employed by the majority of organizations. Most recruiters that I’ve interacted with think inside the box, read off a script and seek canned answers to canned questions you would find in any interviewing book. I always saw my job (even before graduate school) as being to creatively uncover talent and identify opportunities where they were not immediately obvious. Anyone can perform a check-the-box exercise and read through a resume; it takes skill to elevate one’s awareness to consider competencies, personality and disposition, and match these to the appropriate functional areas within different companies.

]]> Comment on The Politics of Recruiting by William http://allianceqblog.qaaqblogs.com/2008/09/02/the-politics-of-recruiting/#comment-53 William Tue, 02 Sep 2008 20:16:59 +0000 http://allianceqblog.qaaqblogs.com/?p=70#comment-53 Phil - Thanks for the kind mention and great thoughts. Also, congratulations in your new(er-ish) role at A-Q (I penned about what you folks here: http://is.gd/29oK). All the best - Phil - Thanks for the kind mention and great thoughts. Also, congratulations in your new(er-ish) role at A-Q (I penned about what you folks here: http://is.gd/29oK). All the best -

]]> Comment on The Politics of Recruiting by KD http://allianceqblog.qaaqblogs.com/2008/09/02/the-politics-of-recruiting/#comment-52 KD Tue, 02 Sep 2008 20:06:29 +0000 http://allianceqblog.qaaqblogs.com/?p=70#comment-52 Phil - I liked Wiliam's post as well (full disclosure - I'm a teammate of his at FOT). Did a HR-centric post as well over at the HR Capitalist... http://www.hrcapitalist.com/2008/09/looking-for-a-h.html Keep writing....KD Phil -

I liked Wiliam’s post as well (full disclosure - I’m a teammate of his at FOT). Did a HR-centric post as well over at the HR Capitalist…

http://www.hrcapitalist.com/2008/09/looking-for-a-h.html

Keep writing….KD

]]> Comment on Embracing Change by BigBan http://allianceqblog.qaaqblogs.com/2008/08/04/embracing-change/#comment-18 BigBan Sun, 17 Aug 2008 01:52:25 +0000 http://allianceqblog.qaaqblogs.com/?p=14#comment-18 Oh, Thanks! Really interesting. keep working! Oh, Thanks! Really interesting. keep working!

]]> Comment on Talent Spotting by Phil Haynes http://allianceqblog.qaaqblogs.com/2008/08/07/talent-spotting/#comment-12 Phil Haynes Thu, 14 Aug 2008 16:34:26 +0000 http://allianceqblog.qaaqblogs.com/?p=17#comment-12 Hey Rob, Amazing stat huh? Here is the source of the spend: According to Borrell Associates, total recruitment spending is expected to increase from $58 billion in 2008 to $73 billion in 2012. The average cost to obtain an entry-level hire ranges from $3,000 to $6,000 (source: “Making Sense of Recruiting ROI,” Experience.com 2008). QuietAgent surveyed F500 companies across industries to come up with the 1.5% utilization rate. Actual data from 2007! Thanks for reading! Hey Rob,
Amazing stat huh? Here is the source of the spend:
According to Borrell Associates, total recruitment spending is expected to increase from $58 billion in 2008 to $73 billion
in 2012. The average cost to obtain an entry-level hire ranges from $3,000 to $6,000 (source: “Making Sense of
Recruiting ROI,” Experience.com 2008).

QuietAgent surveyed F500 companies across industries to come up with the 1.5% utilization rate. Actual data from 2007!

Thanks for reading!

]]> Comment on Talent Spotting by HCI Talent Acquisition » Blog Archive » Recruiting Week In Review http://allianceqblog.qaaqblogs.com/2008/08/07/talent-spotting/#comment-11 HCI Talent Acquisition » Blog Archive » Recruiting Week In Review Thu, 14 Aug 2008 14:23:01 +0000 http://allianceqblog.qaaqblogs.com/?p=17#comment-11 [...] How good is your organization at “spotting talent?”  Phil Haynes at AllianceQ [...] [...] How good is your organization at “spotting talent?”  Phil Haynes at AllianceQ [...]

]]> Comment on Talent Spotting by Rob Humphrey http://allianceqblog.qaaqblogs.com/2008/08/07/talent-spotting/#comment-9 Rob Humphrey Thu, 07 Aug 2008 18:25:40 +0000 http://allianceqblog.qaaqblogs.com/?p=17#comment-9 Hey Phil! Question--I see that "Leading American companies are spending $58 billion a year to recruit, attracting millions of job candidates; but hiring only 1½ percent of them!" Great stat! Where did it come from? Thanks Hey Phil!

Question–I see that “Leading American companies are spending $58 billion a year to recruit, attracting millions of job candidates; but hiring only 1½ percent of them!”

Great stat! Where did it come from?

Thanks

]]> Comment on Shelf life of candidates by Russ Moon http://allianceqblog.qaaqblogs.com/2008/07/21/shelf-life-of-candidates/#comment-7 Russ Moon Fri, 01 Aug 2008 16:34:58 +0000 http://allianceqblog.qaaqblogs.com/?p=10#comment-7 "I own my candidates" - No they don't, the candidates own themselves. Free...Agency Shelf Life of a Candidate - As long as you realistically are presenting an opportunity that improves their situation, opportunity to contribute, standard of living, happiness etc......of course if your competitor presents the same or similiar attributes in greater quantity....then the shelf life becomes very abbreviated....see "Free Agency" above. It's about who gets there (candidate) the first with the most...provided the deal is closed. Silver Medalist are "loyal" until the next opportunity to compete for the Gold Medal. “I own my candidates” - No they don’t, the candidates own themselves.
Free…Agency

Shelf Life of a Candidate - As long as you realistically are presenting an opportunity that improves their situation, opportunity to contribute, standard of living, happiness etc……of course if your competitor presents the same or similiar attributes in greater quantity….then the shelf life becomes very abbreviated….see “Free Agency” above.

It’s about who gets there (candidate) the first with the most…provided the deal is closed.

Silver Medalist are “loyal” until the next opportunity to compete for the Gold Medal.

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