Daily Archives: October 19, 2005

I’ve been slow in posting this thanks to my vacation. Got a mail from Jobster, that the video of the speech which he made to kickoff the ERE event on 30th Sept is available online.

Go ahead check it out if you are curious and wonder what that Jobster is all about and how they talk about it.

Another Jobster employee, Dave posts an article on why employers should blog. Good stuff

The google reader is quite different from Bloglines. It doesn’t use frames and I can upload an OPML file to it. Bloglines can’t do that. But the google reader can’t discover feeds like bloglines does, or share your feeds with others or let you know how many people subscribe to a feed.

Both have great points and I think bloglines’ new functionalities being developed is a sign that they take google’s threat seriously. It’s going to be a good time for us blog readers !

Sanjay has some free advice for people fretting because of attrition:

In my opinion around 15% attrition is good for any organisation which is not growing its business more than 25% YoY. I say this because a company will never be able to create enough jobs for its good people in the organisation if they are not growing sufficiently enough. I also think that only your good people will leave because they will feel stifled by the lack of growth and the monotony of work as there is nothing new that they can keep doing in a static organisation. It is good to let them go as the organisation can’t use their potential and it will seriously cut down internal conflicts and politics by letting go of people. The most popular way of accomodating such talent otherwise is to create job roles with no clear accountabilities and with overlaps with other jobs, this creates a lot of confusion in the organisation and a lot of fighting for turf.

Hence my simple thought is that when you have attrition look at it as a positive sign, especially if you are not growing. Look at the reasons why people moved on and get to the right reasons, other than compensation alone. This will help the organisation focus on the right things and the right people

Not many HR people think about attrition vis-a-vis their business growth. I think Sanjay makes a great case here. And you get the advice free, thanks to the blogosphere!

Got a link from a blog titled Business Innovation 2005 . Welcome folks !

Some very good stuff there. Check it out!

Dave Pollard says:

There is one last ‘search’ frontier that Google has not yet conquered, however, and it could be Google’s biggest hit yet, and possibly generate significant revenue as well. Google is well established as the company that best helps you find what. And recently with Google Maps/Earth they are becoming established as the company that best helps you find where. What if Google is now working on becoming the company that best helps you find who? The company that becomes the expertise finders, the shared-interest finders, the companion finders, the people who, at last, will help us find, effectively and intuitively, the people we’re looking for, not just their stuff. And not just find them, but make sure they’re available (and if applicable affordable) and seamlessly put us in touch with them.

So if job portals say they have both the jobs and the candidate databases, and the vertical search engines say they are the gateway to access all jobs, will it be Google saying access all the jobs and all the people ?

Antony at Recruiting.com had an interesting post on rise of the researchers. If google perfects as Dave hopes for, then cost of research could plummet, taking total cost of recruitment down too.