Allow Intellerati this one rant. We will, of course, reward you with our latest presentation on why recruiting needs to be investigative. (A hint: It is not that there are too few candidates: it’s that there are too many.)
This brings us to a special segment we like to call “REALLY!?!”
Why is it that when we think recruitment research, we think name gen – as if it were a synonym for the systematic investigation into and study of materials and sources in order to establish facts and reach new conclusions. I mean, really !?!
Really! As if name gen were something really cool and exotic, or so hard to do that only that super smart, nerdy guy in your IT department could figure out how to assemble . . (wait for it) . . . a list of names. Really !?!
Really! Name Generation. What’s up with this obsession with names? Since when have names been so special? I’ll tell you since when! Since lists of names were printed in big fat yellow books that they gave away for free. You know, p-h-o-n-e b-o-o-k-s. They’re the four inch thick encyclopedia-o-names that my cousin Jimmy used as a booster seat. I mean, really!
Really! Yeah., names . .. they’re the words people who dress in business suits print on tiny little cards to hand out as if they were candy on Halloween, How dare they! I mean, really!
Really, name gen! Like there’s a such a shortage of names that the 100 million registered users on LinkedIn feel so all-alone. That’s like saying that brothers and sisters on the TV show 19 Kids and Counting just can’t get enough of each other or that the Octamom is lonely. Oh, wait, . . . She still is! I mean, really!
Really! Oh, what’s that? There are so many names, you don’t know who’s a potential candidate or who’s good? Really? I mean, REALLY !?!