In recruitment there are two avenues towards success. One starts with the hirer in mind, the other with the candidate. But before long they all want to be in the elusive middle ground where hirer and candidate interact, in the lively marketplace of exchanges and transactions. Even those people that start with the intention of occupying the middle ground normally come down on either of these two sides. It most certainly is a permanent balancing act.
The winner on the side that starts with the hirer in mind will be a solution similar to a “meta application” that brings all the different streams together and crosses over the brand imposed boundaries, therefore bringing simplicity to the increasingly complex (social) recruiting world. The success factor is finding unique pools of candidates.
On the other side it will be the service that brings candidates really relevant jobs, referenced with their data and behaviour, delivered while they are still in preparatory stages of job hunting; therefore making the recruitment process better and more beneficial for everybody involved. The success factor here is the quality of the match and the ability to communicate it in the most appropriate form.
Currently, not a single provider is covering either proposition in a satisfactory manner, so future approaches will likely require a stack of different recruitment solutions. Presently, too much simultaneous, sideways and up-stream/down-stream integration is required and whilst most solutions are built to easily integrate into Twitter or Facebook, they don’t work so well with each other.
This has become even more apparent to me after two internal Evenbase sessions, where we had the pleasure and privilege to listen and learn from John Sumser and Bill Boorman. On their own merit, each session was fantastic, but in combination – and with several things bubbling nicely at Evenbase – these sessions were incredibly revealing, providing answers to existing questions and in turn creating new questions about existing answers as well as opening up completely new angles.
Here we go:
“Social recruiting is moving much slower than the internet was at the same stage. So at this stage the best option might be to wait and actively observe”, offered up Sumser. The emphasis for me is on actively observing, which means being involved and getting ideas and experience through trialling some solutions, because one thing we know sure: social & mobile, the two enablers of the connected age, will shape the things to come beyond imagination.
At the same time, and that was one of the key insights when listening to Bill Boorman, let’s not be blown away by purely the desire to be involved in social or mobile, by the next coolest tool, by the present darling of the twitterati and the media-hyped one hit wonder, but by looking at it through the lenses of a recruiter and a candidate. Only in combination and with balance will we revolutionise recruitment.
So when looking at new services and tools, when thinking about new concepts and solutions, the questions I would ask are:
Does it make sense for both recruiter and candidate?
Do they both benefit?
Does it increase their experience and convenience?
Does it make the recruitment process better for everybody involved?
Can it be repeated over & over again and therefore automated and digitalised?
And this might seem a little random but ensures future orientation: does it work in a world where we will interact with all our devices via voice control?
Checking every concept and proposal against these questions, finding ways to easily and meaningfully integrate different solutions with a clear purpose in mind, yet being completely aware and permanently improving one’s own competitive advantage will go a long way to building a successful and competitive digital recruitment proposition.