Every time I hear someone talk about anything involving stupid, specious concepts in recruiting, which is to say pretty much the entire response to that “join the conversation” cliché in our little industry, I get a little nauseous. I’m no etymologist, but I’m pretty sure if you can’t define a buzzword without using another buzzword, it’s complete and utter BS.
There is perhaps no term, other than perhaps the noxious “talent community” concept created by consultants looking for a content niche, that I find more infuriating when it’s thrown out than “big data.” Seriously? Come on, recruiters.
In this industry, where it’s conventional wisdom (at least in third party recruiting) that the number of outgoing phone calls made to candidates (before they’re even qualified, which is the point of said calls) is one of the most crucial predictive indicators of success, this seems to be a pretty silly thing to spend a whole lot of time worrying about.
Hell, for most recruiters, the only mental calculation that most ever do on the job involves figuring out their cut after placing a candidate.
