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Permalink Reply by Eric Gilson on February 9, 2010 at 5:11pm

It's been a great start of the year for us too. Best start in 9 years with no let up in sight. Placeing the executives that will eventually hire managers that will hire employees. And I was doing a good job of staying off the blogs until I got your email.

Thanks Jerry.............(Cheers and happy hunting)

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Permalink Reply by Joshua Letourneau on February 9, 2010 at 5:47pm

Cool visual. The overlap between the 2 is understated here, though. It should be larger, and within it should be the realm of future pipeline development (albeit only if those roles are critical/pivotal to value creation within the organization).

Niche talent pools (not communities, well, meaning if you're an Exec Recruiter) can be developed in the overlap . . . and it's easy to sell for Recruiting Organizations that calculate QOH per individual talent pool. Flat calculations mean nothing - they're just math without context.

Thanks for reeling me back to the blogs with your email :)

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Permalink Reply by Sandra McCartt on February 9, 2010 at 5:48pm

Myself. It's wild. One client targeting 225 hires this year. I'll sleep when i'm dead.

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Permalink Reply by Jerry Albright on February 9, 2010 at 5:58pm

Funny - I was thinking I had possibly overstated the intersection between the two. Perhaps the amount of "activity" would be larger - but my graphic shows my perception of actual deliverable results. Your mileage may vary though! I'm just finding the more and more work I have on my desk - the less "I better get on a social network and do that!" comes to mind.



Joshua Letourneau said:

Cool visual. The overlap between the 2 is understated here, though. It should be larger, and within it should be the realm of future pipeline development (albeit only if those roles are critical/pivotal to value creation within the organization).

Niche talent pools (not communities, well, meaning if you're an Exec Recruiter) can be developed in the overlap . . . and it's easy to sell for Recruiting Organizations that calculate QOH per individual talent pool. Flat calculations mean nothing - they're just math without context.

Thanks for reeling me back to the blogs with your email :)

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Permalink Reply by Joshua Letourneau on February 9, 2010 at 6:05pm

Yeah, you're speaking to reactive recruiting - your Client has a need, better get it filled today. I'm with you on that. I was speaking to creating passive talent pools to bench for upcoming needs.

Both paradigms exist. Yin and Yang. External recruitment and Internal recruitment :)

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Permalink Reply by Irina Shamaeva on February 9, 2010 at 6:46pm

Hi Jerry -

Thanks for sharing. The drawing looks like a nice introduction to Boolean. :)
Irina

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Permalink Reply by Laura Vezer on February 9, 2010 at 6:50pm

Nice one Jerry! It's heating up in Calgary too!

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Permalink Reply by Rayanne on February 10, 2010 at 3:51am

Jerry-

Congrats to you and the "guys" you represent- both your clients and candidates. It's good to know that everyone is getting back to work and enjoying it. I agree with Josh, that the overlap is deceivingly slight in your diagram. But you, #7, have been poo-pooing all that is social media for awhile now; even though you are an active blogger, tweeter and recruiter advocate (always ready to help anyone, anytime.)

Get back to filling your 20+ jobs, don't mind us, the little people, as your star continues to rise....

You'll always be #7 to me!

-Rayanne

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Permalink Reply by Duane Roberts on February 10, 2010 at 3:01pm

So true, so true. Social media updating is not the same as actual recruiting.

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