Comments on: analyze your way to better recruiting http://www.cheezhead.com/2009/08/12/jc-analyze-your-way-to-better-recruiting/ Insight and opinion from the world of employment. Fri, 13 Nov 2009 04:01:22 -0700 http://wordpress.org/?v=2.8.6 hourly 1 By: Brian http://www.cheezhead.com/2009/08/12/jc-analyze-your-way-to-better-recruiting/comment-page-1/#comment-119383 Brian Wed, 12 Aug 2009 18:02:40 +0000 http://www.cheezhead.com/?p=7896#comment-119383 I have to say as a former owner of a Web based ATS for recruiters in 2000-2002, I have to agree with Eric. There's historically been very little incentive for a recruiting firm to invest in complex technology (complex defined as anything beyond a working phone system) since most firms are working with recruiters on commission (no sale, no money--though arguably not the goal of the firm) and basics have worked for decades. That said, it'd be nice to see this change. There's a limited budget for this type of system when push comes to shove. Owners will tell you they want it and they want it to jump through hoops of fire--for free. As for a corporate implementation of Newton, it's certainly going to have to be a small to, perhaps, medium sized organization with no demands for customized/configured workflows, and no overly complex recruiting processes. Newton is hitting on a key missing attribute of most HR software--simple-to-get-to and pleasing data visualization. HR and HR vendors have failed to deliver on the power of metrics and data insight for far too long. I hope Newton opens up a new conversation with the recruiting departments and this type of insight starts to become a demanded function of every system--regardless of size or cost. The legislative value of ATS is at a point of diminishing returns (we've got that part figured out) and now it's about moving to business value from supporting systems. Simple tactical metrics are a good start--though not as much value to the business as more predictive metrics can be. I have to say as a former owner of a Web based ATS for recruiters in 2000-2002, I have to agree with Eric. There’s historically been very little incentive for a recruiting firm to invest in complex technology (complex defined as anything beyond a working phone system) since most firms are working with recruiters on commission (no sale, no money–though arguably not the goal of the firm) and basics have worked for decades.

That said, it’d be nice to see this change. There’s a limited budget for this type of system when push comes to shove. Owners will tell you they want it and they want it to jump through hoops of fire–for free.

As for a corporate implementation of Newton, it’s certainly going to have to be a small to, perhaps, medium sized organization with no demands for customized/configured workflows, and no overly complex recruiting processes.

Newton is hitting on a key missing attribute of most HR software–simple-to-get-to and pleasing data visualization. HR and HR vendors have failed to deliver on the power of metrics and data insight for far too long. I hope Newton opens up a new conversation with the recruiting departments and this type of insight starts to become a demanded function of every system–regardless of size or cost. The legislative value of ATS is at a point of diminishing returns (we’ve got that part figured out) and now it’s about moving to business value from supporting systems. Simple tactical metrics are a good start–though not as much value to the business as more predictive metrics can be.

]]> By: Eric S http://www.cheezhead.com/2009/08/12/jc-analyze-your-way-to-better-recruiting/comment-page-1/#comment-119381 Eric S Wed, 12 Aug 2009 16:32:59 +0000 http://www.cheezhead.com/?p=7896#comment-119381 I love products like this. They are very helpful, although what is there to analyze in the recruiting industry. Some of the largest and most successful recruiting firms teach their employees, "it's not rocket science." You recruit with a focus on a particular industry, and the rest is doing good business, productivity, productivity and more productivity. Once you start looking too deep into recruiting and the running a recruiting business, you lose track of the basics; gaining accounts/jobs to fill and finding talent to fill those jobs. The money always follows...... Although I must say not all companies are managed equally and not all recruiting companies have refined their processes to be successful, which leaves a definite need for products like Newton Analytics... There is no doubt that Newton will bear fruit from their analytics product. I would also recommend <a href="http://www.inovahire.com" rel="nofollow">InovaHire.com</a>. InovaHire.com is the latest "Free Social Networking Job Board and Live Job Interviewing Site." What Next? I love products like this. They are very helpful, although what is there to analyze in the recruiting industry. Some of the largest and most successful recruiting firms teach their employees, “it’s not rocket science.” You recruit with a focus on a particular industry, and the rest is doing good business, productivity, productivity and more productivity. Once you start looking too deep into recruiting and the running a recruiting business, you lose track of the basics; gaining accounts/jobs to fill and finding talent to fill those jobs. The money always follows…… Although I must say not all companies are managed equally and not all recruiting companies have refined their processes to be successful, which leaves a definite need for products like Newton Analytics… There is no doubt that Newton will bear fruit from their analytics product.

I would also recommend InovaHire.com. InovaHire.com is the latest “Free Social Networking Job Board and Live Job Interviewing Site.”

What Next?

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