Recruiting Archeology

A Cheat Sheet on Peer Regression Analysis.

Read Part 1 here.

Here's part two of my Cheat Sheet on the Steckerl-McIntosh dissertion on Peer Regression Analysis.

1. PRA takes time and money

Tracking down the constellations of people around superstar candidates is painstaking work.

And most companies are not prepared to invest time and resources to support it.

2. You gotta know how to hold 'em

Most recruiters don't know how to manage a truly passive candidate discovered using PRA.

So you've gotta have a guide in place that describes the how-to's of the long-term courtship process.

And, you've got to get your harem of current employees and management involved in the seduction. So, more than one department has to be involved on a long-term basis.

3. PRA needs a seat at the table

Your company can use your current pipeline of prospective candidates in its long term (strategic) planning.

And, it should tell its recruiters about its big plans a year in advance so they can start creating relationships that will mature in time to meet the projects' personnel requirements.

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Canadian Headhunter