Over the last few weeks ive been organising bookmarks and reviewing some recent and older posts. I thought id compile a few of my favourites:
Everyone agrees that social networking has completely changed the way we communicate with each other. For some its an addiction for others a pastime but with 800 million people alone on facebook social has affected most of our lives in some way or another.
The last 12 years have seen me working with a broad range of HR technologies and specifically in the recruitment solution market. During this time I have seen great technology changes, feature and delivery enhancements, new widgets (sorry I hate that term but couldn’t think of a replacement). But strangley despite all these changes, one thing has remained constant – the way that most organisations recruit. Its fair to say that a lot of companies like to think that they do it in a different way, but for most its a case of getting a job request from the business, creating it in an ATS, posting it out to different attraction sources (and their own career site) and then waiting for the candidates to come in. Once that has been completed the candidates then get driven through the recruitment process, screen, interview, offer etc. At the centre of this process is the job, with the key objective to fill it.
What applicant tracking hasn’t done a very good job of is creating relationships and we only need to look at 800 million people are connected by relationships on facebook to realise how important this is. The truth is the way that we interact has changed forever and this is driving a huge change in the way that we recruit.
Imagine for a second that recruitment hadn’t been invented (I know it sounds glorious) how would we start? Without doubt the relationship would become the focus, not the job or req. This could be the single biggest point that drives a new way we think about recruiting, community driven recruitment, relationships with the right candidates before a role is even created or thought about, the ability to forecast bench strength of talent communities (like we do with succession planning today) but with an external group.
There is a place for social recruiting in all organisations and the companies that adopt this method of recruitment are sure to become far more competitive in the war for talent. The change doesn’t need to be dramatic, but certainly a strategy and direction needs to be inplace to adopt this new approach.