Comments on: Staffing as a Solution http://stevenranson.wordpress.com/2007/05/31/staffing-as-a-solution/ Former All-American distance runner. Now an executive level manager with interests in the connection between success on the field and in the business world. Tue, 24 Mar 2009 23:55:46 +0000 http://wordpress.com/ hourly 1 By: morpheus http://stevenranson.wordpress.com/2007/05/31/staffing-as-a-solution/#comment-27 morpheus Wed, 04 Jul 2007 00:56:26 +0000 http://stevenranson.wordpress.com/2007/05/31/staffing-as-a-solution/#comment-27 do you get mhz when you buy ddr2 ram do you get mhz when you buy ddr2 ram

]]> By: Lisa http://stevenranson.wordpress.com/2007/05/31/staffing-as-a-solution/#comment-9 Lisa Wed, 13 Jun 2007 23:31:38 +0000 http://stevenranson.wordpress.com/2007/05/31/staffing-as-a-solution/#comment-9 I had more thoughts on this in my blog. http://lisaamorao.com/blog I had more thoughts on this in my blog.

http://lisaamorao.com/blog

]]> By: Lisa http://stevenranson.wordpress.com/2007/05/31/staffing-as-a-solution/#comment-8 Lisa Tue, 05 Jun 2007 00:10:21 +0000 http://stevenranson.wordpress.com/2007/05/31/staffing-as-a-solution/#comment-8 You should write a separate post about that response comment. :o) You should write a separate post about that response comment. :o )

]]> By: stevenranson http://stevenranson.wordpress.com/2007/05/31/staffing-as-a-solution/#comment-7 stevenranson Mon, 04 Jun 2007 22:57:31 +0000 http://stevenranson.wordpress.com/2007/05/31/staffing-as-a-solution/#comment-7 Interestingly enough staffing firms have in an attempt to distinguish themselves created solutions to any number of topics. Change is good when kept in perspective. Years ago it was not uncommon for sales people to "distinguish" themselves by telling perspective clients that they performed reference checks. Then it became background investigations and so on and so on..............All to often the process that is entailed in placing a candidate has become so involved that it can be restrictive in getting the right person in a timely and cost effective fashion. The industry should as you suggest, look at what is best as a solution and build performance based reputations versus unsustainable promises. While the staffing industry is caught in this race to build bigger solutions, perhaps we should look at what one of my larger clients views as significant concern is the predicted shortage of degreed candidates to fill technical jobs in the future. No longer is the client concerned about the cost. Opening off-shore locations and providing U.S. based management to direct efforts will be costly but applicable. What does this do to the staffing industry model? What solutions can be provided to ensure longevity? Will the industry shift from a large population of companies to a smaller number that are international in nature and can financially afford to play in this space? Time will tell what path the staffing industry takes but it certainly is one that runs the risk of building solutions that don't always offer the right person at an appropriate price. Interestingly enough staffing firms have in an attempt to distinguish themselves created solutions to any number of topics. Change is good when kept in perspective. Years ago it was not uncommon for sales people to “distinguish” themselves by telling perspective clients that they performed reference checks. Then it became background investigations and so on and so on…………..All to often the process that is entailed in placing a candidate has become so involved that it can be restrictive in getting the right person in a timely and cost effective fashion. The industry should as you suggest, look at what is best as a solution and build performance based reputations versus unsustainable promises.

While the staffing industry is caught in this race to build bigger solutions, perhaps we should look at what one of my larger clients views as significant concern is the predicted shortage of degreed candidates to fill technical jobs in the future. No longer is the client concerned about the cost. Opening off-shore locations and providing U.S. based management to direct efforts will be costly but applicable. What does this do to the staffing industry model? What solutions can be provided to ensure longevity? Will the industry shift from a large population of companies to a smaller number that are international in nature and can financially afford to play in this space? Time will tell what path the staffing industry takes but it certainly is one that runs the risk of building solutions that don’t always offer the right person at an appropriate price.

]]> By: Lisa http://stevenranson.wordpress.com/2007/05/31/staffing-as-a-solution/#comment-6 Lisa Fri, 01 Jun 2007 19:47:26 +0000 http://stevenranson.wordpress.com/2007/05/31/staffing-as-a-solution/#comment-6 I responded to this in my own blog. http://lisaamorao.com/blog I responded to this in my own blog.

http://lisaamorao.com/blog

]]> By: jeff http://stevenranson.wordpress.com/2007/05/31/staffing-as-a-solution/#comment-5 jeff Fri, 01 Jun 2007 19:11:54 +0000 http://stevenranson.wordpress.com/2007/05/31/staffing-as-a-solution/#comment-5 As with many things, human nature is to over-engineer. Human nature is to always feel that something can be improved upon...a process can be made more efficient...a product can be made more valuable...which is a good trait to have. But a better trait is to know when to stop "improving". To know when to step back and say "This works really well," and let it go. The Apples and Googles of the world understand this, other companies do not. I would argue that in an attempt to make contingent staffing simpler and more effective, many companies have done just the opposite...made it more convoluted and complex. The process of procuring contingent labor has been over-engineered to an extreme. As with many things, human nature is to over-engineer. Human nature is to always feel that something can be improved upon…a process can be made more efficient…a product can be made more valuable…which is a good trait to have. But a better trait is to know when to stop “improving”. To know when to step back and say “This works really well,” and let it go.

The Apples and Googles of the world understand this, other companies do not. I would argue that in an attempt to make contingent staffing simpler and more effective, many companies have done just the opposite…made it more convoluted and complex. The process of procuring contingent labor has been over-engineered to an extreme.

]]>