It’s not often we come across harbingers of corporate recruiting’s ultimate demise and it’s ultimate triumph in the same week. On the demise side, a client reported being asked by his company to configure Taleo so that hiring managers could have direct access to candidates, essentially bypassing the screening function traditionally provided by recruiters. What’s that, a mere 70% of the job?

On the triumph side, we also came across this statement by John Sumser in a discussion of the role of HR in the enterprise of the future. Read More

Management has suggested we limit phone screens and face to face interviews for high volume positions to 15 minutes? What’s the benchmark for this?  

Linda Brenner (Designs on Talent) and David (Staffing.org) continue discussion re onboarding:

Linda:
I’d use a different measuring stick. Time is less important than results. I'm more interested in throughput goals: achieving efficiency through how well recruiters screen candidates prior to hiring managers’ interviews; and achieving quality by... Read More

David Earle of Staffing.org and Linda Brenner of Designs on Talent discuss onboarding:

What’s the best way to reward internal recruiters? Hires over quota? Retention? Quality? Individual? Team? Our organization currently pays $175 for each hire over quota who stays 90 days.