Nancy Grimes
on Jan. 13, 2010
What will law firms look like in five or 10 years? What kind of talent will they need?
One thing — among tremendous uncertainty – is certain. There is a revolution going on in the legal industry.
What once was is no longer. What was predictable has been turned on its axis. The top is the bottom and the bottom is the top. Anything goes and it has and it will continue to be.
What does all this rhetoric mean?
John Zappe
on Dec. 22, 2009
There’s an interesting discussion going on over at the Video 2.0 for Recruitment blog about the U.S. Army’s $33 million investment in a recruiting video game.
Ernest Feiteira picked up on an item I posted and started a conversation about the value of such recruiting tools. A couple others chimed in about the ROI, something I’m looking into for a future article.
At this point in the discussion, there’s no resolution to the question of how you would calculate the ROI.
However, Down Under, the Aussies must believe that outsourcing their military recruiting pays off because they have been doing it for some years. I know that because I talked with a Manpower spokeswoman about a press release announcing that the Milwaukee firm just won a $200 million recruiting contract from the Australian Defence Force.
Neil Lebovits
on Dec. 17, 2009
Like you, I can go off about how behind-the-times the recruiting industry is compared to the rest of the world.
The good news is that the last few years have been showing huge progress in regard to technology (from great new front-office systems, to utilizing Web 2.0 networks, to blogs and forums and niche job boards, etc).
However, most of you are still not doing too much differently than you were before. I have heard from many of you regarding the “bonding” lesson and have heard of some good ideas.
However, they still aren’t really based upon any new technology. During my live Owners & Managers Recruiting System seminars, we get into how to use technology a great deal. We focus a lot on state-of-the-art Internet marketing techniques as well as better utilization of Web 2.0.
But there is NO NEED for you to wait! I have outlined the easiest and the best in this article.
Before I give away this easy tool, a little background is needed regarding time-management. Make sure you read through it quickly so that you can get to the real money-maker.
Any administrative work or paperwork is probably the most overpaid work that any owner, manager, or sales rep could be doing for themselves! If you are an agency owner or manager, do you have any idea how much your are paying your sales rep or recruiters to stuff an envelope, confirm appointments, post jobs to sites, create newsletter content, or work on art graphics? If you are a sales person, then do you know how little money you will make from those little acts?
It is key that we all look at EVERYTHING that we do and then make sure that we either outsource or assign the non HIGH-PAYING work to others. Believe me, there will be A LOT of that! If you manage people, look at everything they ever do and decide how much you should be paying for that sort of work.
John Zappe
on Nov. 17, 2009
Despite mixed results with HR outsourcing, outsourcing parts or all of the recruitment process is growing as companies discover the flexibility and scalability that external worker provisioning can offer.
A new study from outsourcing research firm Everest Global suggests that while the recession is reducing the size of RPO contracts, interest is growing, especially among employers with 8,00-15,000 employees.
“RPO buyers are attracted to a value proposition with cost reduction and scalability elevated due to the current economic climate, followed by improvement of recruitment processes, access to best-of-breed options and technologies, and enhanced employer branding,†said Katrina Menzigian, Global’s VP of Research.
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