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From Newspaper Boy through Engineering to Recruiter, with several stops on the journey to today! John Rose CPC [also known as Resourcefuljohn] has over many years embraced change, developed new skills and shared them with the passion and belief that ‘the world is not flat’ and ‘you can teach old dogs new tricks’. John Rose CPC is an exponent for everyone to apply 'Best Practices' and the effective and beneficial utilization of Social Media to connect, communicate and collaborate with people and businesses.   Even with the advancements in technology, John Rose CPC strongly believes "people make businesses succeed".  John's passion is about people and business people re-engineering. John does train others and talk about recruiters | recruitment | careers | job search | social media as a tool. Being an early adopter of new tools and process in the recruitment and careers market, John Rose CPC  believes in learning through communication and collaboration. Presently on the Board of Advisers to AIESEC LAURIER - a graduate student led business that facilitates international student internships.

Monday, April 13, 2009

Best Practices over Bad Behaviour Part 2

So now imagine us [Professional Recruiters] have got ourselves organized, regulated and out of the doghouse with various industry segments…what is the next step in the re-evolution process?  Possibly ‘learn from the old, use the present and develop the new’!  Whether it is technology or the people engaged in its use for the purpose of filling the open positions…not just to keep a pipeline full of names and contact details for future use…as if this ever happens :-J (TIC)

A discussion took place this morning, on the merits of a major technology firm [located in the Technology Triangle] having a very large HR department and yet having troubles attracting and hiring the people they need.  Often, being on the outside it is easy to comment, criticize, and identify the issues/challenges.  In this case, 2 of the people in the discussion have experienced the ‘firms’ process first [and 2 and 3 times] hand, with a common thread coming to front and centre…The process appears to be more important than the people!  Qualifying statements have been heard from the ‘firms’ people saying – “that is how we do it here and it works well”…Guess what folks [at the firm and others who think the same] if you are having problems attracting and hiring people and retaining in this market...something is wrong with your process!

People create, design, develop, deploy and deliver…and funny enough use the firms’ product(s), so why are you having trouble?  Could it be that you have taken the ‘people’ out of your process and apply the ‘technology solution’ of Web 2.0 to your process.  Or, is that most in HR departments are made up of individuals with a CHRP designation [or CHRP Candidates]?  I am thinking that I need to go back to my old [edition 7 is currently being used on courses] HRM publication to see if HRM still focuses on the strategic aspect of businesses, and Personnel/Resource Management is responsible for the day-to-day operational aspect of people [business] …

Professionals in the recruitment, retention and training aspect of business have kept abreast [often taking a leadership role] in attracting and delivering the best people for the needs of the business and position…because that is what they do!  Not the other 20+ functions a businesses HRM person is responsible and paid to do…

A common sense approach would be the use of dedicated, regulated and registered professional, who’s focuses is on Recruitment, this would be the same as if a business was looking to fill a specific position in their organization, a specialist or Jack of All Trades/Master of Non.  Surely it is better to identify, select and engage the best focused skilled person for the role…not someone who has 20+ other functions to do…just thinking out loud…

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