Recruiters World

In the early 1990’s, Dr. Robert Kaplan of the Harvard Business School developed a new approach in strategic management called the ‘balanced scorecard’. The balanced scorecard is a management system used to assist organizations in measuring their vision and strategy from both a financial and non-financial perspective. It provides feedback on internal business processes and external outcomes to provide a foundation for assessing strategic performance. The balanced scorecard suggests four individual views of an organization to develop metrics, collect data, and provide analysis – Learning and Growth, Business Process, Students and Parents, and Financial. How does this work? An organization must identify what their objectives are and how they wish to measure them from the four perspective quadrants – Learning and Growth, Business Process,Students and Parents, and Financial. There is an old adage that says, “What gets measured gets managed.” For example, an objective that many institutions

Like any other professional service that deals with the public, recruiters continuously struggle with the issue of control. The same way doctors wrestle with “patient control” and lawyers boast about “client control,” so recruiters agonize over “candidate control. ” If you look at recruiting realistically, you’ll recognize that you can no more “control” the actions of another person than you can control a speeding vehicle . The best you can hope for is that you’ve selected the right vehicle for the trip and that your preparation, training and reflexes will guide you safely towards your destination. Your degree of control, in other words, is relative to a variety of external factors, the most important of which is the candidate’s true motivation for change Revealing the Source of Discontent • Personal. The candidate’s relationships with those at work are unfulfilling. Perhaps the peers and/or supervisors are incompatible with the candidate, or they have different goals. Or maybe there