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3 R Manifesto (Recruitment-Retention-Revenue)

  • September 21, 2021
    Yes, each could possibly be expressed more tactfully and qualified with increased words (as we have in my books and media articles)

    But words just take away the spotlight from the significant problems of a self-serving industry. Direct and blunt helps it be harder to ignore and discount

    1. There are only small pockets of skills scarcity. Six powerful groups continuously promote a Skills Crisis for their own self interest. However, there's scarcity in the event that you continue to follow almost every other employers and do what's failed previously - insanity says Albert Einstein. I&D recruitment tips

    2. There are major untapped and ignored pools of talent which can be discussed in the media. However, just knowing they exist and paying lip service to hiring from their website won't get an employer the best from any pool: it requires focus and change to your processes and thinking.

    3. That folks who are paid on commission give attention to money. A commission sales agent is not an expert or consultant. How your suppliers are remunerated matters if you would like uncompromised advice to accomplish your goals.

    4. That almost all recruitment 'consultants' are paid by commissions. Even recruiters who are paid a base 'salary' - given their performance is just judged by the revenue they produce, it is merely an advance on their commission cheque. They remain commission sales people.

    5. That Torrey Pines Recruitment has a huge staff turnover (ironic given their role) because recruiters who can't generate sales don't survive. Turnover matters as employers need advice to hire well - but many in the industry are inexperienced without any time to understand skills.

    6. That recruiters have the ability to enhance the perceived quality of these product and can unethically benefit from it. It really involves not revealing something negative about 'their' candidate, something they could later deny knowing about. Clearly large commissions payable your day the candidate starts work severely aggravates this problem.

    7. That the recruitment industry is remunerated by way of a candidate joining an employer so it's what they focus on. Their earnings are unaffected by the length of time the employee stays.

    8. That the guarantees supplied by the are virtually worthless. Their fee was paid, now they have to displace for free. In a global where you can find tens of thousands of recruiters and many tens of thousands of potential clients, lip service can and is paid to the hard task of replacement.

    9. That large, expensive advertisements in the leading of newspapers primarily benefit the recruitment firms. The amount of money trail always reveals the truth: Some big minority owned recruitment firm pay substantial cash incentives to staff for selling ads. It's not altruism but clever commercial logic that disregards the needs of these clients whilst it pays because of their PR.

    10. That nearly all career advice is delivered by those who the public believe would be the experts - recruiters. Individuals who have an agenda. Their advice is frequently tainted by blatant self interest (big dollars if the person takes their client's job) and often by ignorance and inexperience (high staff turnover). The cost to people's wealth and happiness is colossal.

    11. That the anti-discrimination laws passed a lot more than 20 years back made discrimination on age and gender worse. The laws drove the problem underground - it had been removed from advertisements, so 'undesirables' were encouraged to use but they were quietly and discreetly weeded out. So now we have both discrimination and a huge waste of time for both employers and applicants.

    12. That just about any employer, small or large, will get star employees if they follow some simple processes and 'think different' ;.
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