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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Special Trials and Discounts For Members
Today's Recruiting News Headlines
Featured Recruiting Jobs
Polls and Trends
Weekly
Tip:
Build
vs. Buy: Staffing Management Solutions
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week - RileyGuide.com
Final Note
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Newsletter Sponsors
1. RecruitersAlliance.com
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Get focused, go niche!
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Gateway to a Million Quality Targeted Candidates
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Human Resources : Jobs4HR.com
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Logistics / Manufacturing: JobsInLogistics.com
Marketing / Sales : MarketingJobs.com
Military Transitioning : DestinyGroup.com
Retail Management / Hourly : AllRetailJobs.com
Click
Here for profiles.
________________________
A Note From The Editor
HCareers.com a
hospitality career site has designed an ask the expert
forum designed for HR and recruiting related issues.
Visit www.hcareers.com/abouthospitalityjobs/newsletter/list.
________________________
Special Trials And Discounts For Members
Below is a list of trials and discounts that companies
have extended to our members. If you are interested in
offering a promotion/discount to our members, please contact
us.
1. Career
Sites Discounts
View a list of career sites who have offered our members
discounts/promotions at www.recruitersnetwork.com/careersites/discounts.cfm.
2.
Elance.com -
Need contractors or freelancers? Post
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3. EmployOn -
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RecruitersAlliance.com
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Recruiters Alliance's split network to network and do
splits with other agency recruiters. Join for only $50,
normally $100 a year. Recruiters alliance does not take
a percentage of the split. Visit www.recruitersalliance.com.
5.
Monster.com - need to do single job postings? Click
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________________________
Today's Recruiting News Headlines
Today's recruiting and HR headlines can be viewed at www.recruitersnetwork.com/dailynews.htm.
Dice
Inc. Posts $213,000 in EBITDA on Quarterly Revenues of
$8.4 Million - Yahoo
Adecco
shares tumble on profit slump, cautious outlook -
Reuters Company News
What's
next for 401(k) investors? - Christian
Science Monitor (Jul 22, 2002)
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Featured Recruiting
Jobs
This section highlights
several recruiting related positions recently posted on JobsinRecruiting.com. To view all jobs or to register
a
career agent visit www.jobsinrecruiting.com.
1. Recruiting
Professional - The VanAllen Group
2. Director
of Labor Negotiations - Washington State Department
of Personnel
Looking to recruit
recruiting professionals? Post your jobs on JobsinRecruiting.com.
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Polls and Trends
View and participate in this month poll at
http://www.recruitersnetwork.com/poll/index.htm.
English
is the most common language in Careers Web sites of the
top 500 European companies.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
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Making
Time Work for You
By
Yves Lermusiaux
In the early 1990s,
certain visionaries saw the importance of Internet
recruiting and yet perceived a distinct deficiency in
the capabilities of applicant tracking systems of the
time. Large high tech companies (for example, Cisco, and
Sprint) opted to build systems to supply the missing
functionality, using in-house programming and IT
resources. The attraction of building in-house was that
users could specify exactly the features necessary to
fulfill the required business function.
In the last several years, vendors of staffing
management solutions have improved their products,
gotten to know customer needs better, and become
extremely competitive on price. Companies have new
options and can avoid spending huge sums of money and
many months in writing complex applications that may be
outmoded by the time they are actually rolled out.
Recruitment software, often delivered on the ASP model,
is state-of-the-art. Yet there are still companies for
which the build option is a temptation.
The single most important consideration that weighs
in favor of licensing recruitment automation software is
core competency. Is developing a staffing automation
application at the heart of your corporation’s
expertise? Consider these three factors as well. Writing
your own staffing management solution is:
- time-consuming,
- costly, and
- requires support and maintenance.
Development Time
Time is not on your side. It is easy to underestimate
how long it takes to build and implement a homegrown
staffing management system. Suppose the users say they
need a certain set of features in six months? As a
homegrown system is being built, the users likely will
get incremental features along the way. With a bought
solution, on the other hand, the features come online
very quickly during implementation.
Availability of Corporate Resources
The next criterion to consider is the availability of
corporate resources. Management would prefer to remain
flexible in the allocation of corporate resources.
However, a decision to build a homegrown system will
tie-down corporate resources for a lengthy period. Your
analysis of true costs needs to include not only the
fully burdened cost structure for employees who will be
working on the project, but also the opportunity cost
you are paying for having these resources working on the
project. You can get an unpleasant surprise later in the
development cycle when the team is beyond the point of
return yet other more attractive opportunities arise but
resources are not available to capitalize on the
opportunity. For a point of reference, one leading
vendor has spent about 350 man-years on its application
– could your company commit as much?
Support, Maintenance, and Further Development
Once development of a homegrown system has concluded,
ongoing resources are still required to support and
maintain the system. Often, maintenance of a homegrown
solution quickly spirals into a succession of “quick
fixes”. Users will point out a list of problems, and
quick-fix solutions are developed to address each.
Meanwhile, the growing need of users for additional
functionality is not even in the picture.
Corporate Core Competencies
The final and most important criterion to consider has
to do with the core competencies of your organization.
Your company’s revenue depends on the execution of
certain business plans. The development of a world-class
staffing management system is likely far removed from
the company’s core business. Devoting resources to the
development of a homegrown solution in reality amounts
to building a competency that is unrelated to the
company’s business plan.
Making The Decision
When faced with the decision to license a solution from
an ASP or find in-house or contract programmers to
create a system from the ground up, consider when you
need to make the solution available, what resources you
have at your disposal and how close to the core of your
competency base the solution lies. Note as well that a
few leading companies have gone this route…and without
being able to deliver, they have lost an important
competitive edge in the staffing process.
Staffing automation solutions are large, long-term,
mission-critical projects that are outside the skill set
or capacity of most in-house teams. Since the market has
now matured with clear leaders that seem likely to
survive for the long term, it would be wise to go with a
market leader’s offering. Unless you’re planning to
become a major competitor, a market leader’s product
will be faster, better and cheaper for you in the long
run.
About the Author
Yves Lermusiaux is
President and founder of iLogos Research (www.ilogos.com),
which analyzes best practices and innovative staffing
management technologies to provide intelligence,
strategies, financial models and results-based
consulting for large corporations, to optimize the
assignment of human capital assets.
________________________
Recruiting Links -
Recruiting and HR Stocks
Monitor the employment
and recruiting industry by watch the public traded
companies in the industry.
________________________
Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
A comprehensive list of
the upcoming HR and recruiting related conferences is
listed here!
________________________ Site
Of The Week - Rileyguide.com
A comprehensive guide to
employment on the web. The site has a special area for
employers and recruiters. A handy website to use to find
regional and niche sites.
Visit
their website ->>
________________________
Final Note
Somebody throw the stock market a parachute!
________________________
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