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Thanks for the post Lou,I never really sbbicrsued to the idea that hiring is like manufacturing or supply chain , other then manufacturing interviews . How do you inventory a product (Candidates) when the deatails about that Candidate and their intrerest are ever changing? I'm not aware of any company in the world that will only manufacture a product one time, as retooling would not be cost effective.I have always held value in the similarities of hiring to Call Centers, particularly the sourcing or Lead Generation part of the cycle. I agree with your point: Induction of Candidates into a broken process will yield nothing new . However, the points you address as (Sourcing Problems) don't really have anything to do with (Sourcing), rather postings, and advertising? Inbound rather then Outbound.Here is how I see it It's about 2 things.1.) Qualification (Hard/Soft Skills)2.) Engageability (Can you get the candidate)Qualification is the Art of Recruiting as decisions to hire, span the entire human emotional spectrum, and how a recruiter manages this is artistic.Engageability is the overlooked part of Sourcing / Recruiting which can be pinned down to a Science with some fiendishly clever use of existing information on the web.The goal really is to identify the metric on if a candidate would most likely be receptive to a call before you make it. What are all the influencers weighing on that candidate? Not enough space to explain all this here. But I will say that Sales call centers have been effectivley doing this for years. This is why I view hiring resemblences to Sales rather then manufacturing.My 2centsDavid
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(VISITOR) AUTHOR'S NAME
Sheyllinha
MESSAGE TIMESTAMP
16 december 2014, 22:44:11
AUTHOR'S IP LOGGED
62.210.78.179
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