Something feels broken in our current recruiting system. Research tells us that firm success, innovativeness and bottom-line productivity depend upon having the “right” workforce, emphasizing the alignment of corporate cultural values between organizations and their employees.
You can look at a job order like most recruiters, and see a classified ad. Or you can look at it like I do, and see an episode from The Mary Tyler Moore Show.
Think about it. Every day, a zillion candidates are being pummeled by recruiters who use the black and white version as the basis of their recruiting script---a script that sounds strikingly similar to last Sunday’s classified ad:
For a recruiter, no disaster compares to an accepted counteroffer. In fact, I’d be willing to bet that most of us would rather suffer a year’s worth of phone rejection than face those four fateful words, “I’ve changed my mind.” To protect your investment in time, money and client goodwill, it makes sense to closely monitor the entire placement process.
The facts: the Annual Value of the Lesbian Gay Bisexual Transgender (LGBT) Market is $625 Billion USD and represents a diverse population that simply will not and should not be ignored. Other stats will simply astound you! Consider that the Average Household Income of LGBT households exceeds $58,624 (45% above national average!), and Lesbian households have an Average Household Income of $45,755 (28% above national average!).
State FCRA Laws The most neglected resource in the personnel services industry is our database of candidates.
The database is also commonly considered the most valuable, material asset we possess. Most owners and practitioners would admit that they could do a much better job of keeping their candidate records current.