As a Modern Day Sourcer I have always wondered about sourcing greatness. Glen Cathey, Shally Steckerl, Johnny Campbell, Geoff Webb – just to name a few … did these people become instantly awesome? Can anyone be born with Sherlock’s astute logical reasoning and forensic brilliance? I am not a self-proclaimed Sourcing Rock star; a Boolean Black Belt, World Class Guru of search or a Purple Squirrel Magician but I would eventually like to classify as a Quintessential Sourcer.
My good friend Matthew Jeffery postulated in his last post over at ERE that although most Recruitment firms have not even begun the transition to Recruitment 3.0 there is an increasingly technology driven migration to a newer model of Recruitment 4.0 so for the moment let’s recap what Mr. Jeffery postulated in his last two posts would be the core components of these two movements: Matthew Jeffery Recruitment 3.0: Recruitment 3.0 is a huge leap as it moves recruitment out of its comfort zone. The beating heart of 3.0 is the non-active/passive individual and a focus on “best talent” and building predictable talent pipelines. In addition, the philosophy of “everyone is a potential candidate so engage them” is central. 3.0 takes us into building engaged, two-way, free-conversation based, transparent communities. This is anchored by things like employment branding, marketing, and PR. 3.0 is not only concerned with building communities but mapping key competitors and seducing cream-of-the-crop talent with your brand and in-house opportunities.