In the past month I’ve read countless articles and seen advertisements for presentations highlighting a new way of recruiting and what is being termed an impending RECRUITING REVOLUTION. I love to learn improvements and new trends in my field so that I (and the Resourceful HR team) can be on the leading edge. So of course, I was all ears – What could be the new development that could impact recruiting to this extent?
Answer: Human interaction.
Yes, you read that right. Old school, old fashioned, plain and simple one-to-one human conversation.
For those that have been in the recruiting field a good amount of time, this doesn’t feel revolutionary, but for many it is. In the past decade things have changed dramatically when it comes to ‘connecting’ with candidates. Many recruiters have stopped picking up the phone to call prospective candidates or attend events to meet and interact with professionals in a targeted field.
Social media, especially LinkedIn and the internet in general have allowed recruiters to be more targeted with their outreach and efficient with their sourcing and research. Many recruiters have come to rely on mass blasting candidates that match a key word in hopes that good candidates will respond. Some recruiters assume the cream of the crop will get their “Inmail” and immediately jump to respond and want the job they are filling. But the problem is the cream of the crop have been inundated with these messages and tactics and are no longer responding to these messages. It’s become noise to them. These sought after professionals are busy making an impact on their current employer and only responding to recruiters who are providing a compelling and more personal reason to contact them. If you want them to join your team and contribute their needed skills be thoughtful, be specific and don’t send mass communications – which means human interaction wins out over Inmail.
Good recruiters still use human interaction to identify the best candidates, sell hot prospects on the compelling opportunity, and determine alignment and fit with the position. This tactic is how great recruiters have sustained through the peaks and troughs of hiring and has their clients returning to them time and again.
At Resourceful HR, we’ve never stopped including human interaction in our efforts. We have always believed that you need to find and sell great candidates if you want to build a great team. We use LinkedIn, job boards and other social media as a tool – not the solution. This ‘new revolution’ in recruiting is a good reminder that new trends and resources do not negate the power of tried and true practices but instead enhance them.
How do you see this revolution changing your organization’s approach to recruiting? I’d love your thoughts on how revolutionary this is for you.