Kevin recently posted a piece entitled Blow the Sucker Up? in which he challenges a fair amount of the conventional wisdom on a number axioms surrounding the care and feeding of staffing strategies that have been around since the days of help wanted ads on sandwich boards. The article is much too long to reproduce here, but if you haven't read it, I would certainly recommend it.
Below, however, are five of what Kevin considered the most critical notions that people should consider "blowing up." It is an interesting list and if it stimulates your curiosity, as I would think it might, then you have some appreciation of the challenging perspectives he presents.
* Only passive candidates are the best.While I had read Kevin's piece a few days ago, I was reminded of it again today as I was being interviewed by HR Executive who had called ExecuNet regarding some of the data that had come from our Executive Job Market Intelligence Report part of which talked about the degree to which senior level executives were not happy campers in their current jobs and the implications of this in light of the current issues surrounding both recruiting and retention.
* It's not possible to keep people as candidates for more than a short time.
* Most candidates want to apply with a resume and don't like online screening or profilers.
* Each candidate will have to be interviewed in person.
* There is no way to show a direct correlation between the sourcing and interview process, and the eventual performance of the candidate.
One of the things we talked about was the fact that organizations that were really serious about winning their battles in the "war for talent" had best come up with innovative solutions. I suggested to the reporter that one of those folks who has demonstrated that he really is thinking about this stuff is Wheeler and that I very much admire the way in which he gets people's attention by challenging the status quo without making the reader feel too much like a jerk for not thinking about some of this stuff themselves.