The Dis-Comfort Zone

At least once a day I am asked, “Why should I work with a recruitment advertising agency?” Depending on the person asking the question any, or all, of the following are true:

• Our knowledge and expertise.
• Our ability to develop and execute sound strategies that get results.
• Our ability to save money and negotiate added-value on media plans.
• Our purpose-built infrastructure and professional account management teams.

There is, however, a deeper, and potentially more important, answer: “Because we make you uncomfortable.” Now, that is a somewhat disquieting statement, isn’t it? Aren’t agencies supposed to make your life easier? Of course we are, but we also have a responsibility to push you.

Einstein defined “Insanity” as “doing the same thing over and over again and expecting different results.” Today, many recruiting professionals are stuck in a rut, using the same sourcing tools and strategies over and over again, year after year. Why do they do this? Mostly, because these tools and strategies are in their “comfort zone.” These recruiting managers know and understand the tools, have the infrastructure to support their use, and have budgeted for their costs. “We do this because we have always done it,” is no longer a valid reason to engage in a sourcing strategy or recruitment effort.

The recruitment advertising marketplace has shifted dramatically in the past 5 years, and it continues to do so at an ever-increasing pace. The impending Baby-Boomer retirements and the emergence of Generations X and Y have changed the landscape. New tools and technologies have been developed to help recruiting professionals drive efficiencies in sourcing and recruiting. The adoption rates for these tools are growing, just not as quickly as one might think. Many recruiting managers are interested in trying new ideas and tools, they just do not know how, and more importantly, they cannot risk failed ROI on the project.

This blog will be a forum in which I will continually challenge the status quo. I will encourage my readers to take the leap of faith and push the limits of their own discomfort zones particularly regarding interactive strategies and Web 2.0. Together, we will find new tools and technologies that will make recruiting more engaging and more efficient. Please, join me on the journey.

Related Articles

Steven Ehrlich
Written by Steven Ehrlich

Fueled by an addiction (and brand loyalty) to Diet Coke, Steven has spent the past 18 years as a complete "tech geek." As an early adopter of everything from the Apple Newton and the Compact Disc to Satellite Radio and the iPhone, Steven has focused on the use of emerging tools and technologies to enhance both brand articulation and recruitment for a multitude of organizations including Yale University, Exelon, Walmart, and Enterprise Rent-A-Car. Steven is constantly on the move, both in the office and out, working with TMPers and clients alike to explore, develop, and implement strategic initiatives leveraging social media, new technology, and innovative employer brand delivery channels. He is one of the agency's thought leaders and is often found in front of a crowd - large or small - yakking away about some new thing-a-ma-jig or a socially-enabled whos-a-what-sis. At TMP Worldwide, Steven has met some of the brightest, hardest working, and talented people with whom he has ever had the pleasure to work. He is an advocate and brand evangelist for the agency and loves coming to work every day.


  1. Kathryn Sollmann

    Hi Steve,

    As a niche job board focused on a demographic slice of mid to senior level women who do not typically use job boards, newspaper ads or any other “mass market” job hunting tools, you’ve already made the sale about the importance of recruitment advertising firms. Do you have any thoughts on “best practices” for niche job boards? Other than through the quality of our talent, how can we avoid getting lost in the crowd of huge job boards? In other words, what makes you and other industry leaders stand up and take notice of the smaller boards? And, most importantly, how do we develop a relationship with TMP?!

    Kathryn SollmannCo-Founder & Managing PartnerWomen@Work

Leave a Reply

Your email address will not be published. Required fields are marked *