We hear from time to time that the only thing that is constant in life is change. There is truth, fact, and wisdom to this bold acknowledgement. And when any real change occurs in life, whether that be professionally or personally, there is ALWAYS a period of uncertainty and the unknown that fosters speculation and a complexity of guess work, a relatively obscure three ring circus. A recent quote from John Archibald Wheeler sums up the impact of change very constructively. Wheeler cites the following on “Einstein’s 3 Rules of Work.” 1) Out of Clutter find Simplicity. 2) From Discord find Harmony…and 3) In the middle of difficulty find opportunity.”
I rarely go out into the future and create bold predictions about what is on the horizon but this year, with so much going on in the world of Talent Acquisition, I have to make an exception. For the sake of discussion and challenging what I believe we will see evolve in 2016, I invite candidates and talent acquisition professionals to engage in a creative dialogue that tranforms how people interact in the job search space. I also invite companies to review their talent acquisition process from beginning to end against the predictions below.
When I was a university student and studying Macroeconomics, I was introduced to the concept of the Economic Cycle, a 7 year period of expanding economic growth followed with a period of contraction or market correction, followed by a period of economic expansion and innovation, and so on. This, I have come to understand, is how the economies of the globe function. So as I look back on the past 7 years and calibrate where we are currently in the cycle, let me first promote the idea that this is normal economic stuff and should not be compared to or with the sensationalism of the broadcasting and print media. And we should not be misguided into believing that there isn’t hardship when the economy goes through certain stages of its cycle.
I recently had the opportunity to sit with a group of newly arrived people to Canada who had just completed a program to help them gain insight into the Canadian market place. And what became clear to me during the time I spent with them is something that has become crystal clear to me over the past few years as the face of talent acquisition has changed significantly. What is clear is that candidates do not understand who their audience is, they do not understand how to develop a strategic approach to finding a new position, and they seperate themselves from their professional lives as if there is a separation.
According to a recent LinkedIn Survey of nearly 5,000 full-time professionals, 83% of candidates are passive and not actively seeking work and not actively applying for jobs you may be posting. These passive candidates are the silent majority of the candidate market. Capturing this passive pool of candidates requires some special skills and tactics. So here are a few useful passive candidate recruiting strategies that employers can and should be using to ensure that they are fully engaging with candidates in this market.
After 12+ years as a professional recruiting/sourcing/talent acquisition consultant and employee, I have seen a significant shift in the manner of how working professionals have been asked to market themselves. From the approach of here is what I do to the current focus on one’s professional brand, I am always amazed at how far most professionals and those entering the work world as fresh graduates are behind what is required to create an effective professional brand that attracts the right kind of attention from people like me, people who can help immensely in gaining candidate’s access to great career opportunities. So here are some hints on what is now the current flavor of ice cream necessary for success in conducting effective career searches.
#1: Think Before You Search “Give me six hours to chop down a tree and I will spend the first four hours sharpening the axe.” – Abraham Lincoln This famous quote from Lincoln aptly emphasizes the importance of planning and thinking before taking action. As a recruiter if we just take the time to think, develop a search strategy, and experiment with various searches (sharpen your axe!) continually reviewing the results for relevance before we start using the results to begin making calls.– we would end up with more relevant and efficient results.
#1: Réfléchissez avant de faire une recherche. “Que l’on me donne six heures pour couper un arbre, j’en passerai quatre à préparer ma hache” – Abraham Lincoln Cette citation d’Abraham Lincoln souligne l’importance de la planification et de la réflexion avant de prendre une action. Comme recruteur il faut avoir le temps de réfléchir, développer une stratégie de recherche, faire des expériences de recherches différentes (préparer votre hache!) aussi vous devez examiner les résultats pertinents par rapport à votre recherche avant d’utiliser l’information et de faire des appels. De cette façon on peut avoir rapidement des résultats rapides que nous avions souhaités.
Recruitment Agency or Recruitment Process Outsourcing (RPO)? Do you know the difference? Are they the same or different? The confusion often rests with blth candidates and employers looking to engage in talent assistance. In short, a Recruitment Agency and an RPO are very different: And here is why.