Friday, June 24, 2016

Why Corporate Recruiters Should Partner With Virtual Organization Recruiters

The New Virtual Organization World
It's a New Principled and Civilized World, It's Virtual, and It's Organized

Why Corporate Recruiters Should Partner With Virtual Organization Recruiters
By Pierre Coupet

Before I begin to give you the reasons why Corporate Recruiters should partner with Virtual Organization Recruiters, let's analyze the difference between Virtual Recruiters and Virtual Organization Recruiters.

First and Foremost.   Although Virtual Recruiters and Virtual Organization Recruiters both operate in a completely virtual environment,  the primary difference is that the "Virtual Organization Recruiter" specializes in recruiting ONLY personnel who will primarily be working in either a "hybrid virtual" or "100% virtual organization" environment.   

That means a "Virtual Organization Recruiter" does NOT recruit personnel for "brick-and-mortar" positions.

Therefore, from a Corporate Recruiter standpoint, there is NO conflict of interest between your own corporate recruitment activities and the services provided by a Virtual Organization Recruiter.   Moreover, you can continue your existing relationship with your current Virtual Recruiter,  Staffing Agency, or Executive Recruitment Firm.

Second.   The second most important difference is that a "Virtual Organization Recruiter" operates strictly in accordance with the "Virtual Organization Management discipline."  It's basically a formal and universal set of standards, best practices, policies and procedures for operating in a virtual environment.

Whereas a "Virtual Recruiter" uses whatever "homegrown procedures for working from home" suits him/her best (no universal set of standards, best practices, policies or procedures).    Think of the difference between Cowboys (Virtual Recruiters) and Soldiers (Virtual Organization Recruiters).  Although they both use guns and are good at what they do, the Cowboy makes his own rules; whereas the Soldier has to undergo formal military training, wear uniforms, abide by a certain code of conduct,  and must observe military rules or else be subject to the UCMJ (Uniform Code of Military Justice).

Third.   The third and most significant difference is that the "Virtual Organization Recruiter"  operates in accordance with the "Virtual Organization Recruitment discipline."  It's basically a formal and "universal" set of standards, best practices, policies and procedures for recruiting ONLY personnel "who will be working in either a Hybrid Virtual or 100% Virtual Organization environment"  ::  NOT for recruiting personnel who will be working "primarily" in a brick-and-mortar setting.

To continue with the same Cowboys (Virtual Recruiters) versus Soldiers (Virtual Organization Recruiters)  analogy,  although cowboys know how to fight, they use their own "homegrown, on-the-fly, and on-demand battle strategy."  In other words, whatever suits them best at the time in order to get the job done.

Whereas the military's mission is different and, therefore, Soldiers have to use formal military tactics, maneuvers and strategies learned in basic military training, at the military academy and on the battlefield.  As well, Soldiers also receive formal training in the use of more sophisticated weapons.

Since I am not the only Recruiter or Executive Search Consultant who has ever been in the military, I am pretty sure that my fellow veterans will clearly understand what I mean by that.

Fourth.   The fourth and most important difference is the Business Model:  "Virtual Organization Recruiters" do NOT work on either a Contingency :: Retainer  :: or  Bill Me basis.   ADVANCE PAYMENT IN FULL is required from each client at the time the order is placed before any work can begin.   There is one excellent and logical reason for that:

That's because the virtual organization recruitment process is completely different than the standard recruitment process for brick-and-mortar candidates.  It is primarily 99.9% assessment.  Therefore, that type of work cannot be done on a "contingency," "retainer," or "bill me" basis.

For example, Think of Yourself ordering a "personality test" or "psychological profile" from a third-party provider for one of your candidates.   You wouldn't ask the provider to do it on a contingency, retainer or bill me basis; of course not!   You would pay for the assessment at the time the order is placed and prior to the actual date of the assessment.  

Whereas Virtual Recruiters will expend a tremendous amount of energy trying to be a Jack of All Trades and Wear a Lot of Hats.    The truth is:   Just because they work in a virtual environment, many of them truly and honestly believe that this qualifies them to be able to conduct a search for--as well as properly assess--personnel who will be working in a Hybrid Virtual or Virtual Organization environment.   
A fallacy which is guaranteed to result in severe and unintended consequences for their clients.
That's because very few Virtual Recruiters are aware of, or exposed to, the virtual organization recruitment discipline; and thus, they just don't know any better.  The same goes for Corporate Recruiters.   Therefore, this sort of situation creates an ideal breeding ground for The Blind Leading the Blind or In the Land of the Blind, the One-Eyed Man Is King.  

And Being a Corporate Recruiter, this is an extremely dangerous situation for you to be in.   You want to make sure that you assign a job order to a qualified internal or external recruiter who understands what's at stake. You certainly do NOT want a fellow Corporate Recruiter, Contract Recruiter,  Independent Recruiter, Executive Recruiter, or Executive Search Consultant using "brick-and-mortar" recruitment practices in order to recruit personnel or executives who will be working in either a Hybrid Virtual or 100% Virtual Organization environment.  No need to say more!

Time to Give You the Reasons Why

Now that you have a clear understanding of the difference between a Virtual Recruiter and Virtual Organization Recruiter, it's time to give you the practical reasons why Corporate Recruiters should partner with Virtual Organization Recruiters:

No Change or Interference with Existing Relationships.     Now that you have a clear understanding of the Role of a Virtual Organization Recruiter and the Virtual Organization Recruiter's business model (Advance Payment In Full  for All Services to Be Rendered);  it should be obvious to you that the Virtual Organization Recruiter has absolutely no interest in trying to interfere with any existing relationships you may currently have with Contract Recruiters, Independent Recruiters, Virtual Recruiters, Employment Agencies, Executive Recruitment firms, and Executive Search firms. 

In other words, if you're happy with the Contract Recruiters, Independent Recruiters, Virtual Recruiters, Employment Agencies, Executive Recruitment firms, and Executive Search firms you are now dealing with, you not only can but should also continue to use them.   The reason is very simple.  That's because the work that they do for your organization has absolutely nothing to do with the work that Virtual Organization Recruiters and Virtual Organization Leadership Assessment firms do.

No More "The Blind Leading the Blind" or "In the Land of the Blind, the One-Eyed Man Is King."   Knowledge is Power.   It's always refreshing and reassuring when you have the right tools and  the right solutions for a project at hand.

Allows You to Position Yourself As Resident Virtual Organization Candidate Assessment Guru.    Eventually, every single stakeholder in your organization--from other Human Resources Personnel to Hiring Managers--will come to rely on you, the Corporate Recruiter, as the Go-To-Source (Resident Guru) for recruiting-assessing personnel who will be working in a Hybrid Virtual or 100% Virtual Organization environment.    
No more using "brick and mortar recruitment practices" for personnel who will be working in a hybrid virtual or 100% virtual organization environment.
It's 100% Effortless.  A No-Brainer.   A Win-Win Proposition.    No Additional Effort Is Required On Your Part.   You don't have to hire or train additional staff to provide the Virtual Organization Candidate Assessment services; nor do you have a need to outsource such functions to organizations with dubious credentials, at best.  The point being, you don't have to outsource the Virtual or Virtual Organization Recruitment aspect of a search to so-called Virtual Recruitment Experts, which is tantamount to "The Blind Leading the Blind."  

The Virtual Organization Recruiter will handle it all for you.  Just go online and place your order and everything else is plug-and-play.    It's a No-Brainer.  Hiring Virtual personnel is NOT a new concept that you have to shove down anybody's throat.  In fact, you are already using virtual employees in some form or another and are already clearly aware of the issues.  The only thing that you are now doing is "providing your Hiring Managers with a Reliable and Effective Solution" for bringing on board "Hybrid Virtual and 100% Virtual Organization Leadership" executives and other personnel by simply clicking on a link to a Co-Branded page for your organization.  

It's Also a Win-Win Proposition.  You are no longer in the dark, nor will you have any anxieties about what to do, when your organization has a need for Hybrid Virtual or 100% Virtual Organization Leadership personnel.   Your Hiring Managers will no longer be sitting on pins and needles and will now have complete peace of mind.   And your Virtual Organization Recruiter will now have one Happy Corporate Recruiter client.  That way, everybody wins:  The Corporate Recruiter, The Hiring Manager,  and The Virtual Organization Recruiter.

In Conclusion

Now that you understand the difference between a Virtual Recruiter and Virtual Organization Recruiter, and have been enlightened on the "Virtual Organization Recruitment" discipline, there is no need for you to continue to wander in The Valley of the Blind.  As well, you no longer have to deal with Virtual Recruiters passing themselves off as Jack of All Trades and Expert in the Recruitment of Virtual Personnel - You now know better!  You can now use the right tools and the right solutions for the job at hand.

The bottom line is this:  Virtual Organization Recruiters complement Corporate Recruiters and help their organization prosper.

I hope that helps a great deal!

About Author:  Pierre Coupet, Q of VOM, is the founder of Virtual Organization Management Institute (VOMI), Virtual Organization Management Institute Repository,  VOMI Global Think Tank VOMI Virtual Organization AcademyVirtual Organization LeadershipVirtual Organization AdvisorsVirtual Organization RecruiterDigital Currency Consortium, Digital Currency Ethical Board,  Virtual Organization JobsVirtual Organization  Executives, and Blockchain Executives :: founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997:: founder of League of Extraordinary Virtual Organization Executives:: and Lead Architect of  Futuristic City-State Enclave Based On a Civilized World Financial SystemContact Online.   

Stock Photo: courtesy of Pixabay

Copyright 2007-2023. Pierre Coupet. VOMI. Virtual Organization Management Institute. Virtual Organization Leadership. Virtual Organization Advisors.  Virtual Organization Executives. Blockchain Executives. VOMI Virtual Organization Academy. Virtual Organization Recruiter. VOMI Global Think Tank. All rights reserved. Cannot be reproduced without permission.