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Posted on September 5, 2006
Filed Under Recruitment Industry, semiconductor industry, Technology, WebVideo | 6 Comments

Electronic Engineering Times celebrated the birth of the PC this past month. The personal computer celebrated its 25th birthday on Aug. 12, 1981.

According to Majeed Ahmad, Editor-In-Chief of EE Times-Asia, “When IBM introduced the Model 5150, it was priced at $1,565, and featured a 16bit microprocessor, 12 font styles, 8 background colors and no mouse or hard drive. No one back then really expected how much the PC would embed itself into our daily lives. Market research firm Gartner recently reported that worldwide PC shipments totaled 54.9 million units in the second quarter of 2006, an 11-percent increase from the same period last year. Still leading were the Asia/Pacific and Latin America regions, showing the strongest growth rates.” Blah, blah, blah ….

Today, Intel’s Paul Otellini announced the new Intel Core2 Duo processor. Intel’s new notebook processor, code-named Merom, offers about 20 percent more performance than its single-core predecessor, without needing additional battery power. Blah, blah, blah ….

No disrepect to the Persona Computer that allows us to exchange our blogging ruminations, but I ask, is this all we have to look forward to and what pre tal, does it mean for our recruitment industry?

According to trade publications, the latest innovation industry which demands our focus is molecular biology, with all projections signifying an upward slope in market growth and talent demand. Truth be told, bio-chips are in development that work at the atomic level. Molecular biology is indeed, an area inviting mutiple applications that will require the technical savvy of the recruitment industry’s best and brightest and will demand the necessary trade circuit offerings in training. So is this post about Microbiology or is it about sharpening our technical glossaries?

All true, in preceding paragraphs and yonder. The point of the argument to be made:

The most successful recruiters are Networking, Blogging for Talent, and educating themselves in cybersleuth methodologies, but are these components enough? Are my fellow high-tech recruiters paying attention to the next phase of technology that will make or break your careers?

The answer is that simple keywords mean little without the necessary rudimentary knowledge that feeds our Boolean strings and broader associative audiences. In fact, it’s why we love recruiting, isn’t it? Technology demands we are always learning many little things about broader subject themes within each displicipline our clients and corporate masters demand of us to acquire key talent to take them into the future with their product lines offerings.

Before you look in one direction for the next technology horizon,however, be sure to look right and left as well as ahead of you. The silent revolution I am agitating to announce is awaiting it’s promotional debut to our fellow peers: It’s called NANOTECHNOLOGY.You may have heard Agent Fox Mulder allude to this technology in X-Files, or Captain Picard in Star Tek: Next Generation, but the future is in the here and now.

Imagine an atomically precise fabrication process of a multiprocessor laptop computer with a billion times more processing power than today’s best. Imagine 100 hour battery life not to mention enhanced semiconductor properties. Imagine a manufacturing system where the only waste products are warm air and pure. Welcome to the byproduct of nanotechnology.

Look up nanotechnology on Wikipedia, bookmark relevant sites accordingly and familiarize yourself with nano terminologies, or better yet, introduce yourself to a nano-based sensor chip engineervia Linkedin, OpenBC, Spoke, (etc) or visit niche blogs and technical forums to seek and identify and develop a relationship. Ask your new Nano friend whether you could schedule a time to chat to access his/her expertise … by whatever manifestation, simply inquire further about the future, the talent base it requires, and develop a strategy to confront it and source research with context. In two words: SEEK KNOWLEDGE … it may just be determinative of your own relevancy in the nano age that will soon be upon us.

Enjoy your first glimpse of the future and imagine how fundamental the potential change in our lives and environment (and be forewarned, it is totally kick ass!):

We excel as talent sourcers when we know (or try to know) many little aspects about an assortment of industries as we progress in our careers. Competition requires we keep up-to-date in all things, in addition to, but not by any means, replacing the essential need of researching the methodologies of sourcing research. Comprehension to a degree is essential in all things privy to our day-to-day. Seeking out subject-matter experts, scheduling a tour of a processing or manufacturing facility, visiting a symposium, or simply reviewing your requirements from the relevant hiring management and asking the right questions are all prudent considerations which partner effectively with a lust for learning. The knowledge journey is what makes us tick, and above all, it makes us more effective recruiters.

Yes, the future is now. Are you prepared?

It’s a bold new world with several layers demanding more than ‘simple’ engineering 101. Try chemistry, manufacturing, biology … and now … nano physics.Corporate Recruitment industry leaders, you are best served getting those technical training sessions scheduled for your staff … today. Fellow peers … never be complacent … there will always be a recruiter more adept in keeping up-to-date and available to replace you.

Compliments to Gene Expression

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  1. Glenn Gutmacher on September 4th, 2006 11:14 pm

    This was interesting, but I think it begs a more basic question, too, which is whether recruiters have to BE programmers to some degree in order to successfully source programmers. When researching, how much basic knowledge must one have about the technologies that engage one’s company and its competitors? Can you get away with just knowing your company’s product lines and the industry buzzwords and synonyms? Is that enough to research/penetrate the communities where you need to source? What kind of technologist does a sourcer in the high-tech space need to be, beyond a great online searcher?

  2. Dave Mendoza on September 4th, 2006 11:33 pm

    Valid point and a question to be addressed in the line of questioning I followed within the post Glenn. To clarify, surely I am not suggesting we need to be ‘engineers’ per se, but that we need to adopt key aspects of engineering basics, be it IT, semiconductor, microbiology, nano etc in our thirst for knowledge and sharpening our sourcing edge.

    A case-in-point, Glenn, can be alluded to about a year ago when you assisted in defining key biotech associations …. there is a basic need for terminologies and their context. What defines an excellent sourcer is to ask more, to learn more about the essentials of the subject matter. The information surge fed by our inquiries and an ear to the latest technology developments define the parameters of our search and push them further.

    Essentially we have no disagreement, and the question a worthy one. The answer, I would contend, is that we are best when we know many little aspects about an assortment of industries as we progress in our careers. Competition requires we keep up-to-date in all things, in addition to, but, not by any means, replacing the essential need of researching the methodologies of sourcing research. Comprehension to a degree is essential in all things privy to our day-to-day. Asking the right questions and a lust for learning the answers is what makes us tick. We agree my friend that the question is in fact, “What kind of technologist does a sourcer in the high-tech space need to be, beyond a great online searcher” and the question is well noted and added to the equation as we consider the future.

    We ask, we learn, we ask others to teach us because resources are finite according to scale.

  3. Jim Stroud on September 5th, 2006 12:02 am

    Thanks Dave for groovy post! I could almost hear the theme to Star Trek playing in the back of my mind. (Or was that the theme to “Doctor Who?”)

    Anways, I like how you have your eye on the future and I can respect the input from Glenn “The Great One” Gutmacher as well as your retort. Can I toss in my two cents?

    I think (as you said) sourcers need to know a bit of everything, but not all things. This is why after sourcing so many leads, a committee of internal reviewers (employees and managers) is important for the first few submittals. Based on their feedback, the searches can only get better.

    Case in point, when I first joined MCI, I knew nothing about telecom. My first few days at Siemens, I knew nothing about Energy and Automation. At Google, I knew nothing of how search engines worked. So how was I successful?

    I knew how to take down requirements. I knew how to approach employees already serving in that role and ask for their input. I knew how to use the company ATS and survey the resumes of people who were almost hired and (most importantly) I knew how to leverage all of that data into an effective search strategy.

    I think that no matter how much technology advances, the best sourcers (now and always) will be those who are the best learners of what their client wants. Furthermore, they will know how to use that data once they have it.

    All that being said, I know absolutely nothing about nanotechnology (zip, nada, zero), but I could fill a few reqs. Just need a little time to learn…


  4. Dave Mendoza on September 5th, 2006 12:35 am

    Jim, here here … we all need a little time to learn, what makes us valuable to our clients and to our staffing organizations is the desire to do so. We simply need to remind staffing managers that it is in their best interests to keep their team knowledgable on fundamentals, remind them to support our efforts to exchange best practices at industry trade events (ERE, ONREC, KENNEDY, etc.)and remind ourselves that between ourselves …our fellow peers are equally vital resources from which to keep up-to-date. That all being said, there is no substitute for that desire to avoid complacency and to ask the proper questions.

    The future, is something to embrace not fear, but in order to conquer it, we need to embrace it and seek amd acquire knowledge basics.

    Cutting-edge is more than a phrase, it\’s a mentality and a life-style …. like the mini-computer in my loafers, wireless transmitter in my boxers, bio-WMD sensitive sensors in our wristwatch tv\’s, our holographic screen displays on our 1 Billion CPU nano laptops, and infared sunglasses. I mean … we all have those right? lol

    There has to always be more. 🙂

    It\’s about the inquiry that makes The chase, the hunt all the more satisfying.

  5. Russ Moon on September 5th, 2006 12:35 am

    I don’t think you must know everthing about anything you source for. It certainly would help, no argument there.

    The ability to learn what you need and ask good questions would in my mind be more critical to success. The techniques are similiar regardless of the field.

    If technical knowledge were the most vital element then we would eliminate anyone who did not have previous experience. We all learned sometime. So, my response is nice to have the knowledge but not a dealbreaker if you don’t. You acquire along the way what you need through inquiry.

  6. Ted Meulenkamp on September 7th, 2006 6:44 am

    Hi guys

    I totally agree with all of you to a certain extend. First of all, nano technology is here and I just had to hire an Atomic Force Microscope Sales Engineer. I can tell you it was hard finding a PhD in Biochemistry with sales experience in AFM’s in Germany.

    I absolutely knew nothing about nano before I started sourcing for this job but by searcing wikipedia, browsing forums, talking to our sales guy and through my interviews I’m now pretty well versed in nano stuff.

    Want I want to say is that a recruiter can never be knowledgable on all the markets he is in and for all the profiles he is looking for. What separates the star recruiters from the mediocre ones is their ability to quickly understand the core of the job, learn the basic technical keywords and quickly get an entrance in whatever community they are targetting.


    Staffing Manager Europe
    Agilent Technologies