Old ideas... Just not mine...

I stole the premise of this blog from someone else. 

Actually, I stole more than the premise, I stole most of the words and all of the sentiment.  The original was written by George Tannenbaum.

Unlike me, he’s in advertising.  Like me, he appears slightly jaded with the way of the world.  Like me, he does like to talk about his industry, make a contribution, challenge.

I think you’ll spot my subtle changes to make this relevant to the recruitment industry.

Ask a thousand people in the business (if there are that many left) and you'll probably hear each of them say that xxxxxxxxxxx recruitment needs new ideas.

New ideas.
A new business model.
A new way of doing things.

What I'm about to say then, is heresy.

We need old ideas.

We need simplicity.

We need trust.

We need clarity, imagination, craft and time.

We need more ingenuity and fun.

Those things aren't new. 

They're old.

We don't need new gimmicks.

We don't need new scientific programmatic surveillance-driven xxxxxxxxx recruitment that does more to erode consumer trust than build it.

We don't need a raft of new techniques that we hate when people do them to us (like ads that follow us around, like ads that spy on us) but we do to others.

Xxxxxxxxxxx Recruitment is, or should be, a simple business.

You create a job that is something creative--something fun, interesting or spectacular--that gets a viewer's attention.

You present a clear idea in a persuasive way.

You are respectful of the viewer.

Those aren't new ideas.

They're old ideas.

But our quest for new ideas has forced out the inherent simplicity of what we should be doing. 

And when our new ideas don't work--because we have forgotten what does work--we, as an industry get desperate and rely on technology and volume to do a recruiter's xxxxxxxx'x work.

So, we are an industry swirling down the drain in an almost empty bathtub.

Looking for a new saviour.

When the old way--a way that's based on 200,000 years of human understanding and empathy--is staring us in the face.

But we're too busy to see it.

DANGERFIELD will never be a Big 4 Consultancy, but we can deliver Big 4 Consultancy like projects in terms of scale and global reach.  We can create new ways to recruit putting humanity into a.i. developing large-scale hiring plans anywhere in the world, delivered with confidence, passion and pride.

Martin Dangerfield has a background in executive search and selection, headhunting and senior level recruitment combined with people and business management experiences.  The focus has always been on the IT services, technology and management consultancy sectors on a permanent and interim basis where he has developed a personal portfolio that covers areas such as EVP, social recruitment and the successful creation of talent pools as well the management and leadership of corporate talent acquisition teams.

Currently working across Europe with high growth, high tech organisations to develop effective blended onshore/offshore recruitment models, covering full commercial engagement, transition and ongoing delivery management.