For Recruiters
Be at two places at once: An important talent sourcing to be initiated and meeting with a long term client - Hard to choose ? Do both with GoRecroot mobile recruiting.

For Job seekers
Busy work week, limited time to get to an important career step to be planned - create a quick resume and get your job search started

Spot lighter – specialty employer branding, recruitment advertising solutions
Tracting for your employer branding or recruitment advertising on your mobile. Responses to job postings and essential yield information available as Ad views

At GoRecroot mobile, you can:

Join GoRecroot – it is real quick and easy. All you need is your email ID for communication. Get started with a free membership and check out subscription pricing to derive more power.

To join, type in your email address, set a password and re-type the password as confirmation. GoRecroot terms and conditions apply

Sign in to your account at GoRecroot– if you already have a GoRecroot account. Use your sign in email ID, enter the password and you are ready to go Recroot.

Resume search or talent sourcing from the mobile – create a easy job order and get mapped resumes

Job search Career planning step 1 from your mobile – create a quick resume and get mapped job positions

Job order tracking JO (Job order) views is the total number of visits to your job order. This is counted from the date of posting of the JO at GoRecroot. This includes web, mobile, and widget views.

Resume response tracking Views is the total number of visits to your resume. This is counted from the date of posting of the resume at GoRecroot. This includes web, mobile, and widget views.

Favorites – You can mark specific job orders or resumes as favorites. You can then track activity on these favorites. With favorites, you can get to targeted information in quick time.

Visit www.JobsandResumes.mobi

Try GoRecroot mobile at the Mobile simulator here

Job vs career: This can look like a mere play of words. Let us demarcate before we get into career planning mode. A career is the pursuit of a lifelong ambition or calling. A job is a stint of employment.
You can say, that a career is a collection of job stints. Yes, with one important underlying condition: that you allow good amount of time in each stint, and all stints come together to make a coherent plan. “Good amount of time in each stint”, “What is good amount of time?” – This varies with each job seeker, the company, the sector or domain that you are working on. Overall, we can say, that it is enough time so that you have learned and delivered results. However, if you keep building your career in stints, somewhere it can start looking ugly. Too many odd sized building blocks, different colors, pointing at different directions, do not build a useful structure.
Steps to creating a career plan:

1. The most important factor in creating a career plan is to determine your interests and skills. This is an important first step. Be sure that your interest comes from deep within and it is not hugely influenced by extrinsic factors.

2. When you think in terms of skills, try and get to an abstract level. Also, look at skill sets and not specific skills in isolation. You need to put together basket of skill sets that can complement each other and deliver a business result.

3. Let us qualify our interest with this example: I am skilled at inter personal relationships – let us break this down now. Am I good with communication? Can I communicate beyond medium of expression? How about languages? Which are relationship equations that I can handle well? Where do I fail? What I have learned in the last 2 weeks or a month, in this space. If you want to portray “inter personal relationships” as your core strength, you better evolve that by the week if not, by the day.

4. Once you have listed out skill sets (not isolated skills, but a set of skills that can work together), re-visit your interests. Is there a clear mapping? Repeat steps 1, 2, 3 & 4 until you arrive at a clear set of interests (which I could convert to a career plan) and mapped skill sets (with which I can deliver an impact in my career plan of choice).

5. Now you are ready to search for jobs. Just search, not apply yet. Read a bunch of open job positions, preferably global to start with, then narrowing down to target geographies. Each open job position lists requirements in terms of skill sets. See how this maps to your interests and skill sets. Now you are mapping your interests and skill sets to the job market out there.

6. Once you have short listed job positions – fast forward, 2 years, 5 years, 10 years, 15 years. Let us say, I map my skills to become a search engine optimizer. What do I become in 2 years, or 10 years. The answer is not: Search engine optimizer with 2 years or 10 years experience. You need evolve. Go ahead, search for resumes “search engine optimizer, 2 years or 10 years experience” – think if you can see yourself doing this.

7. You now have a career plan that maps, interests, skill sets, market opportunities and has some visibility into the future.

8. Reality is that there will be gaps. Your interests and your skill sets may not match on step one of your career. How well you bridge these gaps, and in what time frame is your pursuit. In addition, we should make provisions for levels of skill sets. As we see in this example: I am good with college foot ball, am an average player. I want to make it big – and here are skills that I need to improve: sporting temperament, tactical and fast running and so on.

9. An ideal balance point is when your job position, your career plan, your interests and your skill sets are in harmony. You will feel it when you have it – when you smell it, remember to make the best out of it. These can last for a few months or years. But, you should make these times a hallmark of your productivity and accelerate. When accelerating you are proactively disturbing this balance. The objective is to reach a higher level and regain the balance.

10. Try and conduct the above process over a few days if not weeks. When you have the conviction, pack it into your resume and, remember to show it in the interview.

Your business is focusing more on bottom line reality and less on top line activity. You need to do the same for your recruitment metrics: it is not the number of resumes, the number of phone calls or email, or even the number of interviews anymore. What matters is the number of positions filled and quality of hires. You created a job order over the weekend and have your mailbox flooded with responses. Are you thrilled? You should not be, in 2008 and moving forward.

What would be of relevance is how many of these resumes map to your job order. Your old recruitment toolbox (job portals, application tracking, and communication out reach) is designed to get you quantity without quality. If you are investing your time in resume data processing, you need to log out of this fool’s paradise now. Big biller recruiters have already exited the job board game.

Here are 5 aspects needing recruitment value creation and focus:
1. Time, cost savings, value creation with quality of hire
2. Specialized employment advertising and recruitment branding solutions
3. Trust building and interactive outreach methods to attract top notch professionals
4. Focus on and generating interest from quality, passive job seekers
5. Full utilization of your time, you cannot afford to be data processing

Focus is going to be on bottom line reality: value creation. Here are some examples of how GoRecroot’s features deliver value in online recruiting:

–GoRecroot has specialty recruitment advertisements and employer branding solutions. This means, you can stop relying on conventional banner ads that work like black boxes. GoRecroot ads and branding solutions inculcate how quality job seekers approach new job opportunities and how they communicate.

–Old world flat file searches based only on keywords deliver quantity and not quality. You could get quantum of preliminary results, but very little in terms of positions filled. GoRecroot approaches talent sourcing as mapping of job orders to resumes. GoRecroot’s intelligent talent mapping algorithm means tremendous time and cost savings. With this intelligent mapping, focus on well-mapped prospects and get to results faster.

–GoRecroot has a mobile recruitment toolbox available at www.JobsandResumes.mobi. You can sign up for free, create a job order, and initiate your talent sourcing. Do not be tied to your desk, go head hunt, go recroot.
About GoRecroot
For recruiters, GoRecroot (gorecroot.com) focuses delivering functionality value primarily through (1) recruitment ads (2) employment branding solutions (3) jobs to talent mapping (4) recruitment community value additions. Multimedia (audio, photo, video) enabled, multi modal (browser access, mobile access and downloadable thin client), multi geo (covers 100+ main geographies around the world), multi domain (over 40 business sectors and over 5000 sub sectors). GoRecroot payment processing is secured and powered by Google and PayPal. Subscription pricing for GoRecroot is linked closely to functional value delivered.

www.JobsandResumes.com is GoRecroot’s mobile recruiting toolbox.

About the GoRecroot Team
The creators of GoRecroot have been in talent sourcing and mapping since the 90s and have worked closely with recruiters and job seekers around the world. The intelligence behind GoRecroot is derived from hands on experience fulfilling scores of different job positions. The creators have their ears to the ground and have been listening closely to recruiter pains and tribulations. GoRecroot intends to continue its close-knit association with recruiters and thrives to play an active role in getting more progressive recruiters to the big biller club.

Press contact:
Gracer Motha
help [at] gorecroot dot com
www.GoRecroot.com

On one hand, gurus like Adler are snubbing transactional models in job boards. On the other hand web pundits are dumping social networking sites. Just to save us the clutter we put together a simple wish list. Like always, we want the best of both worlds - progressive recruiting tools, social networking based passive candidate reach out, and more.

Online recruitment is growing at (up to) 40% - so we want online recruiting. Off line work flow tools, we would like to avoid. We want web based accounts so that we can work together with as a team, with peers and with customer teams. Collaboration is the key.

Job order posting has got to be easy. As much we truly accept that garbage in - garbage out, still holds good for computing, we want to get started easy. We want easy job orders that can be filled up in less than a minute. Get us started.

We want a powerful recruitment tool box and web dashboard to run our business

We want interactive job orders, we want to talk to job seekers through our online job orders

Likewise, we want to hear our job seekers, we know that in recruitment voice is a huge trust builder.

We want intelligent job order to resume mapping. We do not want to waste time with linear job searches.

We want specialty recruitment advertising and branding solutions.

OR,

Just forget it, go to www.gorecroot.com and the job order template takes care of this and more for you.

1. Job positions that involve duplications of skill sets are prone to be cut down.

2. Focus on value additions - if you are delivering mass quantities of common place talent, immediately focus on value additions. Non value added transactional operators and job boards will be cut in size.

3. More active candidates in the talent pool directly translates to greater demand for passive candidates. Can you reach out to passive candidates effectively? Is your job order to resume mapping software intelligent enough? Is your passive candidate communication multi media enabled and interactive?

4. Tough economic conditions create significant demand for specializations - 9/11 created positions in defense, construction, legal. Sub prime is creating positions for specialty real estate professionals or analysts in banking.

5. Recruiter collaboration and networking is important. You need to network synergies with fellow recruiters. Focus on recruiter splits and gain clarity on job order ownerships. When you share job orders, do it efficiently.

6. Recruiter time is under pressure. You need to select the right job order to pursue. You cannot afford to be hidden behind your desk data managing or formatting resumes. You need job order to resume mapping intelligence.

7. Sales is under pressure. You need to deliver results on the move. Learn up on mobile recruiting. Recruitment on the move.

8. When times get tough, the weaker recruiters will wash out with the tide. If you can weather the storm and find ways to gain market share and build your reputation, you’ll be positioned to grow as the market recovers.

9. Cash is king. Do not get into huge block commitment with old world talent sourcing or recruitment advertising models. Make sure your investments are going into services that link payment to results. Remember, you client will pay you for results, not for activity or traffic.

10. Changes in economy make for great lessons. Like they say, when the student is ready, the teacher appears.

We call it ads & branding solutions for recruitment. Essentially you advertise as part of your talent or job search or you build a brand. A recruiter or staffing consultant builds a long term brand to source both job orders and talent. A hiring manager builds brand to attract quality traffic to his career site. Quality here is determined by how well his ad is targeted for, his keywords of choice. Or, it can be a job seeker showcasing his profile with a voice clip to solicit global positions.

How this any different from traditional online advertising?

In several ways:
1. Pay for impressions, pay for eye balls - are phrases that are severely admonished
2. Recruitment ads have quantified results - typically sourcing targets
3. Targeted - segmented advertising is essential for recruiting
4. Traffic is important - but it is not the end criteria
5. There is nuts and bolts of recruitment advertising, segmentation for example: drawn from handling unstructured data
6. Ads & branding is part of an overall solution that recruitment platforms offer - recruiters are looking at end results
7. Search, filter, select, schedule, verify, build trust are just some of the pieces that work behind your recruitment banner ad

It is by delivering value, that online recruitment services are weather proofing themselves in the post dot com burst era. A good section of the industry continues to be excited about social media and networking. While, another section is worried that all this noise about social networking is just blowing up another bubble.

Here are some growth factors of online recruitment measured in terms of Fortune 500 companies joining the bandwagon:
1999 - 33% or less
2003 - 94%
2007 - 100%

Revenues:
2003 - 3 billion USD
2007 - 16 billion
2008 - 20 billion (projected)

1. Wear a big biller attitude
2. What is the big biller attitude? Check out Adlerconcepts.com or BillVick.com

3. You need to handle a lot of data – and should be able to source, search, filter, connect, schedule and more
4. You should not be wasting time in data entry – as a big biller your time is better spent in networking and hunting
5. You need to know how to keyword search for resumes and arrive at your selected special bunch
6. You must be thinking: Move over resume search it is job to resume mapping time. You need an intelligent mapper

7. You need to be on the move – mobile access is very important
8. You need to get the word out, your job order cannot be found in just one or two job boards (no way)
9. Distribute your job order in style – your prospects need to know that you are looking out – you use widgets

10. You need sophisticated scheduling support – your recruitment time is very valuable
11. You need fantastic service and customer support backing – beyond just email support

12. You need to be smart about your budgets – free job order posting is a good to have
13. You are a brand – you are a fast track recruiter, you need specialty ads and branding solutions
14. Hot jobs, hot postings, recruitment advertising – all specialized to the hilt

15. Your customers (employers) depend on you – enable employer branding, put them on the spot light

You must be thinking easier said than done? Consider it done – above is a selection of features available at www.GoRecroot.com

For example, YouTube. At YouTube you upload a video, extract a link and post it in your website or blog, or you email the link to a friend. The recipient clicks on the link and watches the video. No large attachments, no need to download a player. A simple method to share video content. Now, we all know how YouTube is used and abused.

Talking about distribution of content, as relevant to talent sourcing and job searches - obviously both job orders and resumes form distributable content.

Eureka!? Not yet.

As a recrooter I would love to have a job order widget that I can distribute in the internet - especially in passive recruiting. I can post this widget in Facebook or Orkut. How will interested jobbers (job seekers) get in touch with me? What do they see when they click on my widget?

As a jobber, I would like to use this easy method, write a custom cover letter, attach my resume widget and distribute. In quick time, I can have detailed resume into several career sites. Right?

Why not try it out at GoRecroot

Our client asked, does that happen all the time. We volunteered a guess, on the negative. Heading back, we googled out “recruiter splits” and you would be surprised to a lot of dirty linen in public (IPs - so to say).

Green opportunities beckon - you have the job order, I have my resume archives gathering dust. We jump in, all in good will. When there is income to share, goodwill is under stress and, relationships split. What’s a good method:

1. The side that brings the opportunity takes the larger share (The risk is taken by this recruiter in dealing the business)
2. The person sending resumes is usually pulling out of the archives - not that there were hot hot resumes
3. If there are niche skills, or the recruiter is going out of the way to source resumes - discuss costs then and there
4. Basically agree on the split before sharing the resume

Wouldn’t it be nice if someone started job order sharing service? Apparently, somebody did…
GoRecroot - truly a service to go recruit

Our friend here has a good story. They almost lost a client in the process of splitting earnings.

Go to job board
Pay for a year
Search resumes, filter
Worry about accuracy, though nothing much could be done
Download resumes one by one
Or, depend on the job board’s over used and abused (to the extent of spam) broadcasts
Manual resume scavenging
Pull out email IDs and phone numbers
Call (and be surprised that the candidate has nothing to do with your requirements)
Scamper to get some schedules
Best case: 500 resumes ran through in a day, and some schedules with luck and the recruiting God smiling at us

Now:
Search (Oh we do not pay for access anymore)
Actually, do not search, map resumes to your job order, get ranked results (this is nirvana)
Preview samples, fine tune search again
Drill down to a good basket of 75 - that’s something that me and my peer can cover in an hour
Add your shortlisted resumes to your desktop
Download - do not bother - get the information you want from your resume (not data)
Generated a report of just phone numbers and name for us to call
Generate a report of skills and name for the interviewer (not resume dressing needed anymore)
We select candidates for skills not for their resume formats

Are you asking, where this can be done?
GoRecroot for progressive recruiting - True customer oriented eCommerce approach to recruiting services - That is truly a first

A peer in the MIS world was good to point out the the difference between information and data: Information is useful data. Coming to our world: resumes is data, qualifying, mapped resume is information. And, information is wealth. Amen.

OUTSOURCING YOUR JOB HUNT
If you are getting a peer or a consultant to do your job hunt to the level of making contact with a prospective employer - stop doing this now. You can get help to the level of someone gathering job order description or information for you. You make the connect - use the opportunity to create an impression.

RESUME BLASTING
Do you treat your resume like a promotional mailer? Distribute it all over the place or get a group email ID and broadcast? This means (1) Your cover letter or your resume is not customized for the job order in hand - Resume customization in lieu of arranging the skill sets for the given job order. (2) You do not follow up, there are employers who seek to measure your interest with the follow up method that you adopt. Plus your prospective employer or their job consultant knows that you are hunting around, which will reduce your market value.

Another aspect of mindless blasting is clicking the APPLY FOR THIS JOB button wherever you see it. When you submit your resume to a job where you do not have minimum qualifications - and you have a reason to doing so - make an offline connect.

75% of email traffic received by a generic ID such as careers@bestemployer.com is junk. If you rely only on email to get your next job - forget it. Your resume is probably in the junk folder.

PRIVACY
Do not write a tell tale resume with private information. We’ve heard enough and more about misuse of private information. Another aspect of privacy - using Internet at work to coordinate your job hunt. Wake up - Even a mom & pop street corner store can afford a network and a firewall in it.

INTERNET JOB HUNT BALANCE
You do not want to rely entirely on the internet for your job search. You do not want to deny the abundance of information that is available on the internet either. Depending on your skills and where you want to be working next, see if your target employers and their head hunters are hanging out in Print Classifieds or Job boards.

BEING COOL
Email is new age - it has been for over 15 years now:), but an email ID such as kewldude800@xyz.com is not a great identification. Also see what your social networking page is saying about you - from the eyes of a headhunter, hiring manager or recruiter. Please blogpost here about ‘Big Brother is Watching‘. Also your resume or your job hunt webpage is a business document, it is not your platform to express political views.

Balance 994 things you do not want in your job hunt come under ‘common sense application’. We do not want to question your CSA quotient by putting down all of those 994. (Actually, “6 things” as a title did not sound grandiose enough to attract your attention)

Thank you for blogging here.

Decide the approach for your voice resume: (A) I am going to present highlights from my resume (B) I am going to add information to my resume (C) I am going to build intrigue with a story or an achievement (D) What are attention grabbers - in a 1 minute voice recording you should have 3 or 4 attention grabbers.

Here is your check list:
1. I have a script before I can record
2. I have rehearsed and heard myself, I slept over the script and it looks good
3. Someone listened to my voice CV and gave me feedback (not a patronizing friend)
4. My voice CV adds value to my job resume - in 4 or 5 specific points
5. There is quantification of my achievements that a recruiter can relate to

YOU HAVE A GREAT VOICE, THEN
(not because you can sing in the shower or your friends thought so)
Do not get carried by the voice and try to sound good
Do not over stylize
Remember not everyone with a great voice made a great orator or a singer

NOTHING UNUSUAL ABOUT YOUR VOICE THEN
Good, focus on the content
Speak slowly, clearly
Choose words that make you sound better
Short sentences help you sound better
Choose to present in lists
Remember some of the greatest singers or orators did not have the best of voices

End note: Your voice CV is about your career and not your voice - So try one.

I HAVE A VOICE CV BUT DO NOT KNOW OF A PLACE TO POST IT?
Oh that’s easy
www.GoRecroot.com is one of the better places for a multi media career portfolio

There are some good reasons to say yes. With the introduction of online job boards, international recruiters and hiring managers have the real need to slice n dice through large volume of resumes at a pop. A digital resume portfolio is increasingly preferred over an emailed or snail mailed resume.

The essential difference: Provide career data in a marketable fashion in one neat package.

The best of new age job services actually provide a full service for the Jobseeker and often times for free. Job seekers are supported with the ability to follow and stay ahead of the latest trends in resume presentation with voice resume (or talking CV or audio resume), video resume (like one jobber put in a mini video of his training session in the curriculum vitae), multiple photos (good old profile shot, shot of jobseeker at work and, in a relaxed ambience).

All that creates a jobseeker branding and all through web 2.0 enabled easy-to-use technology. Jobseekers can post samples of work, recommendations and awards, video and much more.

www.gorecroot.com has some progressive resume presentation or resume builder features. Stopping by would be good use of time.

Make a voice resume or power your job order with voice.

An increasingly popular trend, graduates stepping out of universities and looking ahead for their first interviews are closing their social networking pages. Reason: Big brother is watching. Job hunters are increasingly conscious of anything they put into the online sphere—even e-mail, which, of course, can be forwarded to anyone.

These are not entirely paranoia. There is anecdotal evidence and some HR reports talk about corporate recruiters are Googling potential employees, having interns log onto social networking sites to check out an applicant’s profile, and using the online world as another way to check references. This trend, combined with the growing population of sites like Orkut, Facebook and MySpace, has many young people uneasy and unsure about how to navigate a new world.

B-school administrators and professors are beginning to advise students on maintaining a professional presence on social networking sites, in e-mail, on personal Web sites, and blogs. “Even if it’s password protected, recruiters have profiles, too, and can get into your groups.”

In a survey by AfterCollege.com a little more than 70% of the 60 students say they continue to post the same things they always did, even though potential employers might be taking a look. About 20% of the 90 employers who have so far responded to the same survey, say they investigate new hires by visiting social networking sites. A considerable 6% of employers say they’ve decided not to hire someone based on what they saw online, but another 26% responded to that same question with “no comment.”

To quote Roberto Angulo of AfterCollege.com “Students should be more concerned than they are”.

Truth # 2: Satisfaction, a good engagement, and mutual fulfillment depend on a good fitment.

Truth # 3: Good fitment is multi dimensional data, intelligent mapping and an important, guiding component in recruiters’ and the candidates’ gut. Is your job decision driven by the right fitment data? Intelligence in job to resume fitment.

Let’s take a look at some of these alarming reports, surveys
50% of employees are unsatisfied with their jobs – according to The Conference Board
25% of the US workforce reveals that they are showing up to collect a paycheck
90% of U.S. workplaces admit that there is some degree of uncivil behavior, demeaning jokes, backstabbing or bullying
91% of employees in Japan are disengaged at work – Published by Gallup
67% of Japanese reveal that they show up to pick up a paycheck
7 to 14% of employees worldwide are psychologically engaged at work and believe that they have a role to deliver – This from Management Issues News
58% of employees cite poor management as obstacle to productivity – This from Society for HRM
70% of organizations that do nothing to reduce employee discontent will suffer a variety of issues including legal disputes
40% of employees are dissatisfied with their work-life balance

Some pertinent questions and discussion points:
1. The job that we do, is it built on your strengths, What are your strengths
2. Did you select this job as a career step, or, are you just waiting here for the next ride to arrive
3. Do you have a 5 year plan? Is your step forward today in the direction of the plan?
4. Is your career decision an informed step from you, or, are you going by media trends, PR or your peer influence
5. Honestly, can’t you cut your day down to 4 or 6 hours if you would be free to get to – a game or a movie?

How can you contribute to the growth of the 7 to 14% of truly engaged global workforce?

The community is listening – what do you have to say?

Talent sourcing and mapping would come under increased focus. Output from academia is not showing massive signs of industry or vocation orientation and, given that sector’s track record nobody is betting on overnight changes.

What is the global recruiter planning to do improve his sourcing smarts? Outreach is probably a given, with fat corporate budgets and multi channel tentacles. You now have all resumes parked in your email boxes - fine and dandy. What next? Good fitment is, often needle in the haystack.

Any experiences - fellow recrooters?

Any one talking about reversing trends and changes yet?

Until recently emerging HR practices largely ignored the small and medium business (SMB) challenges. Are they more complex than large enterprise issues – Probably, No. Are they easier to address? No again.

What makes it interesting?
*Time is of more essence in the SMB world – it means direct impact on revenue and often times survival

*There are several multi tasking individuals and teams – impact of a problem is typically multi dimensional

*Presuming that there is growth, almost everybody is busy with daily deliverance – there is typically no one focusing on beyond mid term HR management planning

*Good SMB HR will be tightly embedded small members – who could be vital links of the deliverance chain
*Budgets are of course limited
*Dirt swept under the carpet is most likely to show up – often there are no carpets (hiding places)

*Pace of change is fast – customer collaboration is lot more transparent (you cannot hide HR dirt)
*Relative old timers will see that the wave that they worked up could very well wash them out
*Looking at recruiting – SMBs face a larger risk – problem proposition:
*Recruitment brand building is not an option to source talent – brand building has to be a long term block by block effort

*Bad decisions could change the course of teams – given that fluff cannot be hidden between budget lines
*Given smallness of teams, SMB management recruiters are very cognizant of cherry picking
*And, cherry picking means time – at every level of recruitment
*A new team members is under pressure to deliver true results (couple of swanky presentations would not get the job done)

Critical elements are
**Commitment to mid term and long-term strategy: Assigning the right HR culture and priority across the organization. There is no point putting together best practices within a company whose business platform is unstable.

**Culture: Practice not because Lou Adler spoke about it, or HR.com had something written up there, ensure that it fits the company culture and the end target. Some best practices are highly effective but depend on a specific culture. Most practices need careful customization when they are copied from another organization.

**Focus: Driven by results, with ability to add incremental value. A measurable business profit, a sustainable model that will last
Communication: Consensus and commitment from across the organization. Understanding and commitment do not come when practices are imposed – top down. Percolation bottom up is a great way to implement changes

**Partnership and customer: Putting external customers first and deriving from new opportunities is very effective
Integrate Framework: All practices should work within an integrated framework. People process implementation work together to promote maximum results.

**Risk: Maintain a balanced degree of risk, SMB risk appetite could be higher, openness to change is greater, leverage the dynamism to produce best human capital results

**Continuous & consistent improvement: An effective unbiased (to the best extent possible) feedback loop, improvement and clear steps forward by the day, by the week and not just in annual strategy meetings

Does anyone have interesting facets to share, specifically in transitioning recruitment approach – small to medium transition days?

The pressure to deliver exponentially is on the rise for most HR functions. Other job functions are calling for HR to become a “strategic partner” in transforming from a low-level expense center to a more visible and responsive investment center. One key dimension of this transformation is globalization - incorporating the perspectives, customs, and laws of other countries into effective HR policies.

Here are a few aspects of increased pressure and forced change:

Then: Recruiting was earlier a magazine ad or a listing in the company notice board
Now: You are in talent sourcing and head hunting

Then: Word of mouth got you enough candidates
Now: You need be networking in the recruiting community, have a referral bonus scheme and be a proficient head hunter

Then: It was a long term commitment to a job - at least the outlook was to get something, perform, grow, settle down and retire
Now: Short cuts, launch pad techniques, overseas assignment, blue glass influence is viral

Then: Businesses had a lesser people factor orientation
Now: Knowledge businesses, increases sales orientation, the need for super customer care have all made pretty much all businesses to be more of ‘People Organization’

Then: Manufacturing, retail, travel & tourism, banks, healthcare (hospital & medical, pharma) had people working in the same sector or domain for a career
Now: It is becoming acceptable for a banker to become a programmer, a pharma sales professional to be selling credit cards (may from a call center)

It is a multi sector, flat world - There are more dimensions, more challenges and a continual tightening (growing up) task at hand. Like we always say, interesting times. What would work be without all these - just paper and files.

The writer is a staffing solutions professional working in multiple domains

Breaking news: GoRecroot has entered into a partnerships in Europe and US. This would bring in literally 1000s of job positions available for GoRecroot members worldwide. As a recrooter (executive recruiter - member at www.gorecroot.com) you can pitch your resumes and candidates for any of these global positions. These positions are not limited to information technology - but are spread over 30 sectors.

This simply means more revenue opportunities and exciting expansion possibilities.

Visit www.gorecroot.com and sign up or, contact help@gorecroot.com for upcoming partner - affiliate announcements. Please be sure to whitelist / add help@gorecroot.com to your address book so that these important business announcements reach your inbox and not get lost in your junk mails folder.

More information coming soon.