Comments on: Clearview Counterpoint: Is Corporate Recruiting Broken? Career & HR Experts Debate http://www.glassdoor.com/blog/clearview-counterpoint-career-hr-experts-debate-corporate-recruiting-broken/ Glassdoor.com - Company salaries, reviews, and interviews posted anonymously by employees Mon, 22 Mar 2010 04:02:05 +0000 http://wordpress.org/?v=2.9.1 hourly 1 By: Victims Don’t Get Jobs « Rightmatch Recrutiment Consultancyhttp://www.glassdoor.com/blog/clearview-counterpoint-career-hr-experts-debate-corporate-recruiting-broken/comment-page-1/#comment-11148 Victims Don’t Get Jobs « Rightmatch Recrutiment Consultancy Tue, 09 Feb 2010 11:04:07 +0000 http://www.glassdoor.com/blog/?p=2893#comment-11148 [...] creating a superior jobseeker experience. Does this mean that jobseekers are to blame for the poor state of recruiting? Of course not. But so what? Does your indignation about the recruiting experience increase your [...] [...] creating a superior jobseeker experience. Does this mean that jobseekers are to blame for the poor state of recruiting? Of course not. But so what? Does your indignation about the recruiting experience increase your [...]

]]> By: Victims Don’t Get Jobs | Glassdoor.com Bloghttp://www.glassdoor.com/blog/clearview-counterpoint-career-hr-experts-debate-corporate-recruiting-broken/comment-page-1/#comment-11145 Victims Don’t Get Jobs | Glassdoor.com Blog Mon, 08 Feb 2010 18:37:08 +0000 http://www.glassdoor.com/blog/?p=2893#comment-11145 [...] creating a superior jobseeker experience.Does this mean that jobseekers are to blame for the poor state of recruiting? Of course not. But so what? Does your indignation about the recruiting experience increase your [...] [...] creating a superior jobseeker experience.Does this mean that jobseekers are to blame for the poor state of recruiting? Of course not. But so what? Does your indignation about the recruiting experience increase your [...]

]]> By: Mikehttp://www.glassdoor.com/blog/clearview-counterpoint-career-hr-experts-debate-corporate-recruiting-broken/comment-page-1/#comment-10951 Mike Thu, 31 Dec 2009 03:07:59 +0000 http://www.glassdoor.com/blog/?p=2893#comment-10951 OK, your system is broken. Why? What kind of a system is needed? What are the system objectives? What is needed to build the best replacement? How can it be built? Now build it, but don't take to long, the world is not a static place. OK, your system is broken. Why? What kind of a system is needed? What are the system objectives? What is needed to build the best replacement? How can it be built? Now build it, but don't take to long, the world is not a static place.

]]> By: How To Evaluate A Job & Career Recruiter | Glassdoor.com Bloghttp://www.glassdoor.com/blog/clearview-counterpoint-career-hr-experts-debate-corporate-recruiting-broken/comment-page-1/#comment-10672 How To Evaluate A Job & Career Recruiter | Glassdoor.com Blog Mon, 02 Nov 2009 16:54:43 +0000 http://www.glassdoor.com/blog/?p=2893#comment-10672 [...] Ryan brought up a good point last week – corporate recruiting doesn’t often work the way it should. Reactions to corporate recruiting tend to range from “amazingly bad” to a [...] [...] Ryan brought up a good point last week – corporate recruiting doesn’t often work the way it should. Reactions to corporate recruiting tend to range from “amazingly bad” to a [...]

]]> By: Workplace Organization: Are You The Lackey, The Arguer or The Promotable? | Glassdoor.com Bloghttp://www.glassdoor.com/blog/clearview-counterpoint-career-hr-experts-debate-corporate-recruiting-broken/comment-page-1/#comment-10656 Workplace Organization: Are You The Lackey, The Arguer or The Promotable? | Glassdoor.com Blog Thu, 29 Oct 2009 16:13:54 +0000 http://www.glassdoor.com/blog/?p=2893#comment-10656 [...] week’s debate about the state of corporate recruiting got me thinking. It seems like an awful lot of things are broken. And, it seems like there are a [...] [...] week’s debate about the state of corporate recruiting got me thinking. It seems like an awful lot of things are broken. And, it seems like there are a [...]

]]> By: lizryanhttp://www.glassdoor.com/blog/clearview-counterpoint-career-hr-experts-debate-corporate-recruiting-broken/comment-page-1/#comment-10638 lizryan Tue, 27 Oct 2009 01:48:28 +0000 http://www.glassdoor.com/blog/?p=2893#comment-10638 Sing it John! The ATS is the nadir of the Black Hole. It's kind of astounding that so many HR leaders have bought into the idea that a piece of software could somehow discern the differences between smart, savvy, capable people and less-qualified ones based on....keywords! Companies that live by their ATS systems deserve to struggle in the recruiting process, frankly. The ones that rely on human attributes and test them the old-fashioned way -- face to face and over the phone - will end up with the talent. Sing it John! The ATS is the nadir of the Black Hole. It's kind of astounding that so many HR leaders have bought into the idea that a piece of software could somehow discern the differences between smart, savvy, capable people and less-qualified ones based on….keywords! Companies that live by their ATS systems deserve to struggle in the recruiting process, frankly. The ones that rely on human attributes and test them the old-fashioned way — face to face and over the phone – will end up with the talent.

]]> By: John Seymourhttp://www.glassdoor.com/blog/clearview-counterpoint-career-hr-experts-debate-corporate-recruiting-broken/comment-page-1/#comment-10624 John Seymour Sun, 25 Oct 2009 04:26:25 +0000 http://www.glassdoor.com/blog/?p=2893#comment-10624 I've sold all types of cutting edge HR technologies with different firms. The first thing that happens after the buy-in of the new concept/technology by the team is the big question: "Will it work with our ATS? It has to. We live in our ATS." Until firms are willing to scrap the old way of doing things and allow recruiters/users to venture out and try new things with out being strapped to antiquated systems like an ATS - the ATS will be the interface your recruiters will be stuck in, now and forever. So the black hole experience continues on both sides of the aisle. The smaller the firm the less this problem occurs - they're not tied to 'big corporate process'. I've sold all types of cutting edge HR technologies with different firms. The first thing that happens after the buy-in of the new concept/technology by the team is the big question: “Will it work with our ATS? It has to. We live in our ATS.” Until firms are willing to scrap the old way of doing things and allow recruiters/users to venture out and try new things with out being strapped to antiquated systems like an ATS – the ATS will be the interface your recruiters will be stuck in, now and forever. So the black hole experience continues on both sides of the aisle. The smaller the firm the less this problem occurs – they're not tied to 'big corporate process'.

]]> By: lizryanhttp://www.glassdoor.com/blog/clearview-counterpoint-career-hr-experts-debate-corporate-recruiting-broken/comment-page-1/#comment-10622 lizryan Sat, 24 Oct 2009 20:36:17 +0000 http://www.glassdoor.com/blog/?p=2893#comment-10622 I agree with you, Suba. I think that corporate HR has lost its way. Instead of seeing the power in creating a culture that attracts and keeps the industry's smartest talent on board, too many HR people see their role as a defensive one - keeping the company out of court, or protecting its interests from whatever bits of time and other assets (staples, paper clips :) employees might try to pilfer. It's a backwards approach. If employees believe that the employer has their best interests at heart, those petty HR problems tend to diminish. If we make compliance and enforcement of rules the priority for HR, presto! we see enforcement and compliance issues everywhere we look. I agree with you, Suba. I think that corporate HR has lost its way. Instead of seeing the power in creating a culture that attracts and keeps the industry's smartest talent on board, too many HR people see their role as a defensive one – keeping the company out of court, or protecting its interests from whatever bits of time and other assets (staples, paper clips :) employees might try to pilfer. It's a backwards approach. If employees believe that the employer has their best interests at heart, those petty HR problems tend to diminish. If we make compliance and enforcement of rules the priority for HR, presto! we see enforcement and compliance issues everywhere we look.

]]> By: Vickihttp://www.glassdoor.com/blog/clearview-counterpoint-career-hr-experts-debate-corporate-recruiting-broken/comment-page-1/#comment-10617 Vicki Sat, 24 Oct 2009 07:10:19 +0000 http://www.glassdoor.com/blog/?p=2893#comment-10617 Gosh John Sumser, what world do you live in? "Virtually all of the people who argue that recruiting is defective just happen to have something to sell that improves the process."<br><br>As you said, Not! Gosh John Sumser, what world do you live in? “Virtually all of the people who argue that recruiting is defective just happen to have something to sell that improves the process.”

As you said, Not!

]]> By: John Wasinskihttp://www.glassdoor.com/blog/clearview-counterpoint-career-hr-experts-debate-corporate-recruiting-broken/comment-page-1/#comment-10615 John Wasinski Sat, 24 Oct 2009 04:49:31 +0000 http://www.glassdoor.com/blog/?p=2893#comment-10615 Thanks for adding your response, Liz. I really don't have an answer to that question. It does seem so obvious and so very entrenched in so many organizations. Well, the answer could have something to do with control, money, and fear, of course. Thanks for adding your response, Liz. I really don't have an answer to that question. It does seem so obvious and so very entrenched in so many organizations. Well, the answer could have something to do with control, money, and fear, of course.

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