<p dir="ltr">I don't see Jeralds idea as an individual recruiting tool but more of a top shelf contracting group that really gets things done. Think professional org for hire.</p>
<div class="gmail_quote">On Jun 6, 2013 9:19 PM, "JD" <<a href="mailto:jdp@algoloma.com">jdp@algoloma.com</a>> wrote:<br type="attribution"><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex">
Specific skills are only 25% of a job, IMHO.<br>
<br>
Soft-skills and how the applicant "fits" into the team matter much more than any<br>
specific skill ... unless the company wants a one-trick-pony. Hiring a smart<br>
person, willing to learn and fit into multiple needs, is really what companies<br>
should be seeking.<br>
<br>
It is very hard to screen for these things.<br>
<br>
On 06/06/2013 08:41 PM, Jerald Sheets wrote:<br>
> I've often said there's money to be HAD by doing the recruiting thing "right".<br>
> Of course, you'd need to get the word out, but imagine this...<br>
><br>
> You get some architecture level folks on your staff... A Sr. Systems person for<br>
> the *nixes and one for the winders. A DBA with a good broad swatch of dbs, a<br>
> dev who's got a wide array of things... you get the picture. I mean, you'd have<br>
> to spend quite a year to staff, but everyone you represent would have to pass<br>
> your "experts". Maybe even for startup you could use folks like that on a<br>
> retainer basis, eventually bringing them full time eventually.<br>
><br>
><br>
> The candidates could be assured they wouldn't have a google monkey playing<br>
> "search and destroy" with a keyword from your resume from over a decade ago that<br>
> you only worked on for one project and now it's the thing that'll get them paid.<br>
><br>
> The clients would be assured that a highly technical recruiting staff would put<br>
> the candidates through a gauntlet of evaluation they MUST pass to be submitted<br>
> to the client. Those experts would ensure they weren't wasting anyone's time in<br>
> whom gets submitted. Either you've got the goods or you don't.<br>
><br>
> Finally, the recruiting firm itself wouldn't work on some multiplier of the<br>
> hired person's salary or some arbitrary headhunting fee, but would be a flat<br>
> rate per head based on the quality of the eval/selection. The firm could charge<br>
> more because the quality of the selections would be so much higher.<br>
><br>
><br>
> Obviously there's a metric crap-ton of details surrounding that to be worked<br>
> out, but I bet it could work.<br>
><br>
><br>
> --j<br>
><br>
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</blockquote></div>