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While most lock-out list scenarios prevent companies from using an agency to raid another employer, they don't prevent organizations from hiring services to help identify and understand their position in the market as employers. Because contingent search providers have a proven ability to blueprint a competing talent organization, target specific talent, and establish contact with said talent, it makes sense to leverage that ability to identify and gauge an employer's reputation in specific talent markets.& d% y/ L' O9 x& ?6 u" _% p- D
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Professional recruiters may be more adept at getting an honest perception than market researchers because they have a proven ability to keep talent talking. Under such a scenario, search providers would:
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' @, F* d% y' z4 `0 Y% A1 UBuild contact lists of target talent in competing organizations.
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7 l/ l- ?3 f8 b/ y1 |5 ~2 hEstablish relationships with said talent over time.
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Use the established relationship to gather research on how the client is perceived in key areas by the target talent.
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& q2 W4 ]1 F$ v" R' G7 [1 ?Aggregate the research and report back to the client perceptions that limit the client's ability to attract said talent. |
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发表于 2006-7-25 10:41:19