If you're looking to increase your chances of hiring the best in the business in sought after fields like development and design, the internet has lots of tricks and suggestions to offer.
How about running StarCraft tournaments at top colleges? Or offering paid surf trips to Costa Rica?
If these sort of lavish tricks leave you shaking your head at the laughable notion that your small business could ever afford any hiring tactic to compete with this sort of over-the-top spending, meet Saartje Cromheecke.
A problem common to most recruiters and human resources professionals today is a lack of understanding the actual job they are trying to fill. It’s really a fine line a recruiter toes, because understanding the role itself is not only imperative for sourcing talent but is also a huge advantage for closing that top passive candidate. The overall understanding of the role itself starts with the job title. If the job title is not a good fit for what you seek, you are likely in big trouble.
"It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change” — Charles Darwin
There is a great article by Adrian Kinnersley on Why Recruiters Will Be at the Heart of Our Corporate Future. I agree with some of the points. The rumors of our professional death have been always greatly exaggerated since our early ancestor recruiters found the first stone-age axe makers. Our profession, however, will change due to disruptive trends (Doesn’t it always?). These trends and their impact apply to in-house, outsourced (RPO), and third-party recruiters alike.
With so many people drinking from the Twitter fire hose, it's no wonder that some people have suggested that it can replace the soon-to-be defunct Google Reader. But that vision is based on the mistaken idea that Twitter, at its heart, is a news medium.
I believe there's a better way to use Twitter: as a relationship medium, one that helps you find, connect, and converse with people. Being the first with a nugget of industry gossip is nice, but creating, nourishing and sustaining meaningful working relationships is far more fundamental to your professional success and career development.
Nowadays, just about everyone is plugged into Facebook, Twitter, and LinkedIn. These social channels have opened up a completely new way for recruiters and companies to find skilled candidates for job openings across a range of fields. Beyond those three leading platforms, recruiters have also seen an influx of new social recruiting tools, like Jobs2Web. These new developments provide substantial evidence that recruiters and organizations are searching for innovative ways to source candidates through new and existing social media networks.
Bill Boorman writes about the death of sourcing after a recent SourceCon event in Atlanta.
And here is the thing, sourcing is just starting. There are plenty of tools for dissecting and finding data that gives you the answers you want. The tools may no longer mean that you no longer need to know Boolean or other internet searching tips,but understanding what data means is a real art. It is not about finding people, it’s about understanding people. Things like who might be most ready to move. who has accumulated experience since they last updated a profile. Finding people might be easy. People are represented by data, and anyone with the right tool can find data, but interpreting data is a real skill.
The Hall-of-Famer Ted Williams famously said baseball is “the only field of endeavor where a man can succeed three times out of 10 and be considered a good performer.”
Maybe not the only one: The same could be said for hiring.
Everyone in recruitment is (seemingly) looking for the next big thing, new angle, new tool, new bit of software etc. to enable them to find more candidates easier, quicker and more cost effectively, so that they can make more money (agency side) or reduce costs (corporate side). I can even see you nodding your head right now!