Amitai Givertz’s Recruitomatic Blog

1. Amitai Givertz

   You can download the original PowerPoint from the SlideShare site and view a full-screen presentation there too.

   Enjoy!

   Jul 26th, 2007

2. Jim Durbin

   Amitai,

   Very clever, indeed. Your thinking on this subject has been taking leaps and bounds in recent months.

   It will be interesting to see where you take it.

   As for me – much of what we termed the Recruiting blogosphere is dead. When it was a tight-knit group of people just talking, we had only vague ideas it would grow. Once we became self-aware, we fragmented, each shard grasping for value, and the possibilities for a network effect vanished.

   So today – we’re roughly the same size 600-1000 recruiting blogs, that we were when the bubble burst, back in May.

   What has changed, is the recognition by some of these smaller bubbles that other communities outside of the Recruitosphere exists. And that is where new value can be created.

   Jul 27th, 2007

3. Amitai Givertz

   Hey, Jim. Thanks for stopping by and adding your point of view. Needless to say, as one of the people who have had such a profound affect on my thinking on this topic, I especially value your perspective.

   To your line: “It will be interesting to see where you take it” I do have a couple of irons in fires. Stay tuned. I’ll keep you posted.

   Jul 27th, 2007

4. Lavinia Weissman

   Loved the slide show.

   And you already know what I have been saying for months.

   Recruitment has taken a lot of space, bits, bytes in

   newspapers
   blogs
   online linking
   online publications
   professional association websites

   Tons of information shared and I gag at the amount of typing

   It is not so much that recruitment is dead, it is the way we define employment, jobs and think of “people” in that mix.

   SRI indexing now measures human capital factors. To tie Shareholder Value to HCF is going to really change matters. And it is going to take a 10 year time frame.

   I spoke a few times in the last few months with Hazel Henderson of http://www.ethicalmarkets.com and the Calvert Henderson Life Style Index. I met Hazel at the beginning of my career and it maes me laugh when I think it took her till now to see success. Change does occur at Futurist, Art Kleiner points out in his book, Who Really Matters in cycles of 25-40 years.

   Social Network Analysis on its own does not provide a solution to counteract the limiting infrastructures from which Core Groups, who are responsible for shareholder value keep in place around employment and other hr related efforts. The change is going to have to come from how people think of their own careers and when that occurs with a large enough mass, companies will be forced to change and recruitment will morph into a new form that relies on talent agents emerging to negotiate contracts for employees like the way it is done in Hollywood. It will no longer be, a recruiter or contract agency calling a prospective employee and saying, “this is what I have been instructed to do.” It will be about a recruiter shifing into the role of agent to analyze the person’s value and portfolio and put it out to market to exercise the person’s best talent.

   Amital, we’ll be talking in the next week or two. It’s been hectic with clear skies, sun and gorgeous views out my way at home at my desk and the shores of Whidbey Island.

   Cheers!

   Jul 28th, 2007

5. Amitai Givertz

   Lavinia:

   As always, you flatter, inform and tease all at the same time! Thanks for adding your comment and for prodding us to think.

   Jul 28th, 2007

6. Matt Martone

   Hi Amitai,
   Your recruiting blogging presentation is awsome!

   I just checked it out. Really cool. Very well done.

   Matt

   Jul 28th, 2007

7. doreen

   Here’s a wake up call to the recruitment blogosphere—no one is listening to your garbage!!!..except, perhaps, each other….

   The recruting blogosphere is a relatively small group (100 or so) of self promoting members who pat each other on the back endlessly. Take into account the 20 million or so people in the US who search for candidates to fill an opportunity–recruitment agencies, governemnt agencies, coprorate recruiters and most importanlty, small-medium business (who constitute 68% of the job opportunities in America….

   Now take all of the recruitment blogosphere traffic–unique visitors, and ask yourself how much of the overall recruitment marketplace your ‘noise’ is reaching–maybe .0000001%?

   All the noise to drive traffic to your blogs to sell google ads—what a joke!!!

   Jul 29th, 2007

8. Amitai Givertz

   Hey, Doreen:

   Thanks for stopping by and adding your point of view. I think on each point we are in agreement, at least to defining parts of the problem. In reply:

   1) Not that I have been explicit either, but what do you suggest would be an appropriate way for a) a relatively small group of self-referential bloggers to make a more positive impact on the wider community of ‘recruiters’ whose aggregate performance could be detrimental to our economy and society, let alone frustrating for those involved; and b) what role do you think social media — and blogging in particular — can possibly do to embrace a wider audience of ‘late adopters?’

   2) What data are you basing your 20,000,000 and 0000001% and 68% numbers on or are you using those for dramatic affect as described in slide 27 and 28?

   3) Are you saying I am a joke for not having Google ads or that those who do are? Regardless, to the extent that you noticed them on some blogs suggests that — as good advertising should — the play-per-click contextualized ads have left an impression. But it is unclear: is your objection to Google ads per se or that some bloggers — albeit with relatively little traffic — use them as if to suggest they are somehow ‘viable?’ Something must have triggered your negative response. Google ads are so ubiquitous in the blogosphere that I sense that it may be that the concept of recruiting bloggers monetizing their efforts is somehow — and particularly — pathetic.

   Doreen, for me at least. leaving your comment validates some of what of recruiting blogs can do, even if for the time being recruiting blogger appear to be a clique-in-a-bubble. Without your perspective to give us further food for thought we might gag on our own bolus. For that alone, thanks for adding to the conversation.

   Jul 29th, 2007

9. Lavinia Weissman

   Hi Amitai and everyone here.

   Doreen, you are direct and to the point. I have in my own way got tired of “fearless self-promotion” so I will pull back further comment that uses the word I (promoting me) or WE (promoting WorkEcology.

   I think your questions are valuable and your feedback. I hope you take the time to answer Amitai’s questions.

   I am finding so many easily talk about what is frustrating and few engage in what it takes to learn with each other and create change.

   I came here to do some research today for some writing. I’m glad I did.

   Doreen’s honesty tells me its time to get seriuos with a book.

   Jul 30th, 2007

10. Donato Diorio

    Great slideshow on the recursive nature of blogging. There is quite a large signal to noise ratio from what I have seen. I would pose the questions: What breaks the recursion? What merges the bubbles? The gray area always seems to be the most interesting. hmmm, the song “tiny bubbles” is running through my mind..

    Aug 1st, 2007

1. Bells & Whistles » Easy Living - Feb 12th, 2008

Reply to “The Recursive Nature of Recruiting Blogs”