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gerry crispin sounds-off on onrec conference

Thu, Sep 20, 2007

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He came. He saw. He gave his thoughts on the Onrec conference.

Gerry Crispin at Onrec (2:30)

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This post was written by:

Joel Cheesman - who has written 1471 posts on Cheezhead Recruiting News and Opinion.

One of the most widely-read bloggers on emerging recruitment issues in the world. Accomplishments include being named Recruiting.com’s Best Technology Recruitment Blog and Best Recruiting Blog. Joel's been featured in Fast Company magazine, BusinessWeek Magazine, Resumes for Dummies, U.S. News & World Report, The Wall Street Journal and more. Plug into Joel via Twitter, MySpace, Facebook, iTunes, YouTube or Flickr.

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3 Comments For This Post

  1. Shannon Seery Says:
    September 20th, 2007 at 10:25 am

    Thanks for posting this Joel. Meeting Gerry in person was one of the OnRec.com highlights for me. The economy question is a good one. While we can’t be sure what is doing to happen, having deeper discussions about what a downturn in the US would mean for staffing would be great – maybe we can do a virtual round table focusing on this issue and podcast it?

  2. Jason Bruns Says:
    September 21st, 2007 at 8:19 am

    Interesting interview… I’m in the same boat when it comes to having contrarian views on the economy over the next 6 months. Joel- was there any indication on how Mr. Crispin intends to hedge himself, or for that matter, any indication on how recruiters in general, will hedge themselves against a downturn in the market?

  3. Gerry Crispin Says:
    September 21st, 2007 at 11:57 am

    If you are as old as dirt, put a larger part of your meager “wealth” in “cash” at least til January when the winds might get to blowing in one direction.

    If you’re not (old as dirt that is) make sure you’ve got 6 months as severence or 6 months in the bank.

    If you are a corporate recruiter remember you are the front lines and likely viewed as cannon fodder by everyone above your immediate boss. You are the corporation’s bellwether. The moment the leaders get antsy they will “freeze” new positions then “insert” onerous approval processes for replacements and then look for people who have nothing to do…which by this time is you. Look for opportunities to get into industries less impacted by a recession, smaller regional firms that have the best reputation. They will be able to upgrade their capabilities and use this time to dominate if not roll up their sweet spot.

    If you are a team leader start thinking how your people can be trained to guide and counsel the folks who will inevitably be laid foff for a fraction of the cost of outsourcing to all the outplacement firms.

    If you are a recruiting leader, start working on contingency plans, joining your HR partners on revising, consolidating and assessing all internal talent, identifying gaps that must be filled etc. Shoulda been doing that anyway. Get visible about connecting 6-12 month forecasts as probability events business and staffing scenarios. Get your team leaders woirking on identifying the best counselors/consultants among the buttd in seats crowd.

    If you are one of the 90,000 third party firms, put your head between your legs….(just kidding) You all have a great opportunity to reinvent RPO for real.

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