The expression "behind the eight ball" refers to a difficult position from which escape is highly unlikely. In pool it's not good to be behind the eight ball because hitting the eight ball first is an automatic loss. Most (not all) recruiting departments are in heavy reaction mode, struggling to keep their heads above water, or out of the line of fire until the economic storm recedes. Most are not investing in the future nor preparing for the turnaround. This mentality is a sure recipe for being well behind the eight ball as this recession clears. There is good news. Most economists agree that we are at or near the bottom of this economic downturn.
Have you personally noticed a change in the air? People seem to be breathing a little easier. Maybe it's just springtime setting in, or perhaps corporate leaders are realizing that the paralysis that marked the first three months of 2009 can't continue if companies are going to survive and eventually thrive in the future. We at The Adler Group have also seen a few encouraging signs:
If you have been too afraid to open the paper or listen to the news, fear no more. Now is the time to stick your head out of your fox hole at work and survey the situation. What do you see? Are you among the many who:
Excellent – now is the time to implement a plan to rebuild your recruiting capabilities. It's a clean slate. Your remaining recruiting team now has time to prepare for the inevitable upturn, and your ability to attract top talent will differentiate you and your team from the rest. We'd love to help. If you are interested in reviewing our 10-step recovery plan for corporate recruiting departments, just email us at firstname.lastname@example.org. Now for some real economic analysis!
Real Economic Predictions – from an expert
For me the best speaker at the recent ERE conference in San Diego was Economist PhD Robert Genetski (http://classicalprinciples.com/). His analysis and conclusions were understandable and well supported. Below are my notes from his keynote address at ERE. He believes the following to be true with respect to the currently economic situation:
So. . .
When will the economy recover?
Don't get behind the eight ball
There you have it. As the recovery happens, you can't afford to be behind. If recruiting departments wait to rebuild until the recovery is in full swing, other companies will have already taken the best talent. Now is the time to start the restructuring process. We're already seeing a loosening of the hiring freezes and an openness to recruit for key positions. That's only the beginning. Pipelining initiatives and upgrades to the career sections of corporate websites, including talent hubs and micro sites, would be great investments. How about implementing a CRM system exclusively for prospecting prime candidates? If you are working on these initiatives now, when the turnaround starts in earnest you'll be ready. What are you working on? Do you know where your next 25, 50, or 100 hires are going to come from? Do you already know their names? Are you nurturing those relationships now so when those requisitions open up, you'll be ready with at least three great candidates for each position? Or are you waiting for the uptick only to find that your primary objective is unobtainable because you no longer have the knowledge, resources, and systems to attract top talent? Some have estimated that it takes over a year to rebuild a talent acquisition function from scratch. My advice – start now!
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