{"id":4620,"date":"2009-03-11T13:30:18","date_gmt":"2009-03-11T12:30:18","guid":{"rendered":"http:\/\/www.corporate-eye.com\/?p=4620"},"modified":"2009-05-22T11:09:34","modified_gmt":"2009-05-22T10:09:34","slug":"its-not-the-r-its-the-i","status":"publish","type":"post","link":"https:\/\/www.corporate-eye.com\/main\/its-not-the-r-its-the-i\/","title":{"rendered":"It\u2019s not the R\u2014it\u2019s the I"},"content":{"rendered":"

On his list of \u201c13 Trends in Corporate Recruiting for 2009\u201d<\/a> (discussed in the Fast Forward<\/a> post recently), John Sullivan includes as one of the forward directions: Reinforcing the business case for recruiting<\/strong>.<\/p>\n

He points out that \u201cas budgets tighten and slow economic growth continues, recruiting budgets will face constant constraints.\u201d How to cope? Sullivan concludes that successful organizations will \u201creposition themselves as non-transactional,\u201d focusing on \u201csystemic issues\u201d and working with the CFO and risk management \u201cto demonstrate the importance of supporting recruiting even during times of reduced hiring volume.\u201d<\/p>\n

\u201cKey focus areas,\u201d he suggests, will include \u201cpredictive modeling, dollarizing recruiting results, and showing the dollar impact of vacancies in revenue generating positions.\u201d<\/p>\n

Since Sullivan’s analysis was written (in October 2008), the news about employment has been generally overwhelmed by news of un<\/em>employment. Record numbers of lay-offs, business closings, and other factors are relentlessly reducing the number of jobs available to Americans. So while Sullivan may be absolutely right in saying that good recruiting is not less valuable when you are hiring fewer people\u2014what if there is no hiring at all? And what if there is no money at all? Companies losing billions and firing thousands seem unlikely to spend as much money on recruiting . . .<\/p>\n

In that scenario, even if one could \u201cdollarize recruiting results\u201d to show a fabulous Return on a tiny Investment, there might not be much interest in spending any <\/em>dollars. And that brings us to three questions:<\/p>\n

    \n
  1. Assuming there is a recruiting budget at all, how much of it should go to web presence, and how much to other types of outreach (advertising, outsourced staffing, job fairs, campus recruiting, etc.)?<\/li>\n

    <\/a><\/p>\n

  2. If there is a specific budget or budget area earmarked for online recruiting\u2014how much of that should go into the website itself, and how much to other types of online presence (implementation of social media strategies, development of virtual tools and events, podcasting, vlogs, etc.)?<\/li>\n

    <\/a><\/p>\n

  3. And if there isn\u2019t a recruiting budget at all . . . what does that mean for web presence?<\/li>\n<\/ol>\n

    One obvious hurdle in answering questions 1 and 2 is the need for metrics to support the value of web presence. While some companies (probably not most) have traffic analysis around the website itself\u2014and may even have taken that analysis further by, for example, integrating web statistics with cost of hire\u2014few companies will at this point have metrics that reflect the cost-to-value ratio of social media activities.<\/p>\n

    With economic concerns at the forefront of just about every business consideration these days, it\u2019s worth taking a look at each of these questions in turn. So stay tuned for an ROI series during the month of March. And in the meantime, consider Sullivan\u2019s detailed 2008 discussion of recruiting in hard times<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

    On his list of \u201c13 Trends in Corporate Recruiting for 2009\u201d (discussed in the Fast Forward post recently), John Sullivan includes as one of the forward directions: Reinforcing the business case for recruiting. He points out that \u201cas budgets tighten and slow economic growth continues, recruiting budgets will face constant constraints.\u201d How to cope? Sullivan […]<\/p>\n","protected":false},"author":10,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[9,25],"tags":[1285,1331],"class_list":{"0":"post-4620","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-best-practices","7":"category-careers","8":"tag-recruiting","9":"tag-roi","10":"entry"},"yoast_head":"\nIt\u2019s not the R\u2014it\u2019s the I - Corporate Eye<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.corporate-eye.com\/main\/its-not-the-r-its-the-i\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"It\u2019s not the R\u2014it\u2019s the I - Corporate Eye\" \/>\n<meta property=\"og:description\" content=\"On his list of \u201c13 Trends in Corporate Recruiting for 2009\u201d (discussed in the Fast Forward post recently), John Sullivan includes as one of the forward directions: Reinforcing the business case for recruiting. 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