In coming days, I’ll post a fairly random set of thoughts (at first) exploring what I like to call “The Revolutionary Fundamentals of Recruiting,” every other day, alternating with the Cornerstones series. Today’s thoughts will give a bit of background and some recognition to a very important teacher.
We start our journey into the fundamentals with a couple of old, alphabet soup terms, dating for me back to 1993 when I first started serving recruiters. They are MPC and SOD. Those two terms triggered immediate and very negative reactions in me. The first term, MPC, stood for Most Placeable Candidate. I had an immediate negative reaction to the thought of being called up by a recruiter I’d never heard of before, and having some candidate presented to me, without knowing anything about any of these people, first. It struck me as archaic and almost laughable. SOD stood for Spin Of the Dial (referring to the old days when we had rotary dials for our phones), and was almost always presented in the command, “SOD till you puke.” Anyone who has learned the NLP term “anchoring” can imagine part of my negative reaction to the term. I’ve also been to England, where they use the term in a very different context and I found the term offensive for that reason, too.
Why share this ancient history? Well, let me skip forward to 1999 and perhaps the significance will begin to be clear. It was actually January of 1999, and I will never forget the practice-changing information that Tim Lawler gave me. Tim and I had been working together for a couple of years at this point, and he shared with me an analysis he did of his teams’ placements for 1998. He told me that the breakdown was just about 50/50 between MPC Placements and filled Searches. Tim can be quite the jokester. And, when he decides to deliver a line, he can do so with the straightest face and unflinching tone. Often, you just don’t even know he’s kidding around. Well, that was my reaction to his information. I laughed and told him he was pulling my leg.
You see, in the six years I’d been serving recruiters, all of them had spoken to me about MPCs, but no one, not one person, had ever said anything about actually placing an MPC. Rather, everyone told me they never placed them.
As time had passed, that had become my greatest argument against the MPC method. It felt like an contradiction, to call someone your most placeable candidate, but then to never, under any circumstances actually place them. So, when Tim gave me his data, I simply didn’t believe him. At first, he didn’t quite follow me, and just kept going with his analysis, but then when I still refused to believe him he got mad. Yes, Tim does have a temper!
The bottom line is that his data was absolutely real, and extremely significant. The other parameter Tim had measured was time investment. Where 50% of their placements had come in each category, only 20% of their time was invested into MPC Placement, and 80% of their time was invested into Search. That was what had so stunned Tim.
I’ll pick up on the story here, tomorrow. But, before I close out today, allow me to ask:
1. Where do you stand on the MPC Method?
2. If you use it, have you ever placed an MPC?
3. If you’ve placed an MPC, was it ever as a direct result of your marketing presentation, or was it just that you ended up placing your MPC into a Search obtained by other means?
I’d truly love to hear your answers! And, as we explore these revolutionary fundamentals (I know, I haven’t given you any revolutionary stuff yet, but it’s coming, I promise), I am quite confident that the MPC is very much the right place to begin. Let’s just frame it one additional way. If you found the most competent talent in your area, but had no Job Orders at the time, how might you go about building an approach to help this most valuable candidate find his next job?
You will not be disserved by meditating on this question…I promise!