Wake up and smell the earl grey – recruitment 2.0

I’ve been going about it all wrong! When I’ve been recruiting people for my team I’ve gotten annoyed and frustrated with how difficult it’s been to find the right people. I spent a lot of time working with our HR contact to draft a well-crafted, well-targetted ad for the job sites. I trawled through a lot of resumes that just didn’t hit the mark before finding the one or two that fit like a glove. And to be fair I got some excellent candidates who are now high-performers in the team. But I’ve been approaching recruitment as if the internet is just a better formatted newspaper classifieds section. I’ve been working like a 4wd on a Fraser Island track, putting a lot of energy into spinning my wheels without moving that far forward.

Now, in my defence (however feeble) I’m not a complete luddite; I’ve read about personal branding, I have a linkedin account, I use social media for my personal life … I watched The Social Network, dammit.

The realisation hit me after a chat and a cup of earl grey with my friendly and knowledgable HR colleague, recruitment works differently today. There are multiple channels available that will target particular demographics; it may be that jobs in rural areas can be reached most successfully through print ads, job seekers may engage through a recruitment phone application, experts in java/spring/hibernate may be active on an IT forum and my personal connections on linkedin may know someone who is perfect for the vacancy I need to fill.

With my newfound wisdom I wonder how I, and the organisation I work for, be even more effective? Could we be using a gradrecruitment hashtag to build a positive brand as an employer? Perhaps candidates going through the selection proces will catch the interest of their own twitter followers, or perhaps this will enable more open communication between the candidate and our organisation? Perhaps some of the very bright and engaged graduates working within the organisation can provide feedback on what it’s really like working as a grad once their application is successful? Perhaps we can improve their experience based on wider feedback from the grad community?

Closer to home, I’m now going to consciously work to engage better in modern methods of recruitment. I’m going to try new things and learn through applying some of the great advice available to me.

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