It?s a pretty simple equation whose mathematical impact is powerful if one?s underlying assumptions are sound and whose practical impact can be far more powerful. For example, does the equation itself accurately describe the phenomenon? When I discuss the equation, are my results generalizable to everyone reading this blog (which I believe is currently seven people – lol)? (I?m thinking about the transition from 2004 to 2005; is everyone else thinking about the same transition?) Do the variables ?Old Year? and ?New Year? as defined accurately portray the constructs we know as ?Old Year? and ?New Year?? (meaning which ?Old Year? am I talking about and is it the same one that you are thinking about?)
Non-mathematically speaking, 2005 should be a watershed year for recruiting. Charles Handler wrote a very nice article on what should be the hot Best Practices for 05. In a similar manner, rush over and read John Sullivan?s article on recruiting and talent management trends in 2005 (I hope that ?Workforce Planning? at number three was just a casualty of John?s stream-of-consciousness when he was writing the article and not a reflection on which position it should be on the list).
I digress back to the equation?the way I interpret it, I see the practical implication as being one of moving forward ? not just staying the same. Or as I like to say, If it ain?t broke, then you?re not trying hard enough to break it. Take any of the Best Practices identified by Charles and John, and implement at least one of these. Move forward rather than embrace the status quo. Join and participate in the ERE groups (please ? do more than just lurk).
Personally, I?m going to look at assessment issues, the recruiter-manager relationship, name generation techniques, and development of new metrics (incidentally, I?m in on a conference call this Friday with the fine folks at Staffing.org to talk about efforts to develop better metrics and staffing benchmarking). I?m also going to get my arms around the concept of character in hiring and doing my part to help others learn about developing and implementing a Staffing Plan as well as strategizing before leaping into a search.