I found a new blog link today on Dave Lefkow's blog. It's a blog written by my friend Jeff Hunter entitled And Talentism. In reading through Jeff's past posts I read one that truly strikes a chord with me (read my bio to see my musical interest:-) called We Don't Need No Stinking Requisitions. Read it. Add Jeff's blog to your RSS feeds (if you forgot how to do that read my post here).
I won't attempt to even paraphrase Jeff because he so eloquently stated how and why hiring requisitions are an outdated artifact. But I will pull this extract:
...the reason that there is no "sales requisition" is because there is a fundamental (though often unstated) belief that when you are closing deals, the customer is in the driver's seat, but when you are closing candidates, the company is in the driver's seat. In other words, candidates need jobs more than prospects need software (or services, or whatever you are selling).
And one would have to agree with that statement if there were only one employer in the universe for any particular sort of opening, and if there were vendors as numerous as the stars available for any prospective sales situation. But of course it is usually exactly the opposite.
The point Jeff makes here absolutely reiterates two talenteering points that have been in previous posts here. 1) Recruiting is SELLING and should be treated as such and 2) recruiting top talent, especially PASSIVE talent requires that the process accommodate the candidate being in the drivers seat. Any process that dictates that recruiting starts when the requisition is approved is fundamentally broken and is counter to the notion of sourcing ahead of demand to fulfill a talent plan.
It is my belief that if companies put the same effort into talent planning that they do into sales forecasting, and measure recruiting accordingly--on recruiting's ability to deliver quality talent not on their ability to process resumes more efficiently, then recruiting could work more like sales against their annual (or quarterly) plan in advance of demand. That would be the talenteering way. Jeff makes another great point that if the offer is going through an approval process anyway, the requisition is redundant.
A point I made in the Talenteering Manifesto is that talent is not acquired it is attracted to companies that can offer the candidate a compelling opportunity. The requisition is a PURCHASING artifact--and does not fit! I reiterate--read Jeff's blog.
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