Recruiting has many facets, and there is not a “one size fits all” approach that works across industries. I’ve worked in many different industries and found that each one brought its challenges in finding great talent.
When I worked in companies that were made up of white-collar professionals, you had to look for candidates in niche places as well as in the general public. Recruiting was catered to candidates’ specific skill sets. In blue-collar manufacturing settings, the majority of positions were entry level. We wanted to give people a chance to cut their teeth, so we had a broad canvas of people to choose from and many avenues to reach them.
Now I’m in the hospitality and restaurant business. I am in an environment where I need to locate a mix of entry-level people who may be securing their first job ever. I also need candidates who feel that restaurants are their field of choice and want to make us their longer-term career.
Do you know your candidates’ behaviors?
It’s getting harder to attract candidates because the economy is doing better, and that is a good thing. When finding talent isn’t challenging, we tend to get complacent because people are seeking you as an employer. Now that we are out seeking people again, talent advisors must get more active and curious about HR technologies and solutions.
At my company, we have stepped into the world of recruiting on social media forums. We haven’t ventured into mobile recruiting, though, because it’s not where our applicants are or how they prefer to look for jobs. We know this because we’ve asked them through conversations and surveys. We know our source of hire. We know our candidate behaviors.
I’m open to all avenues of reaching people. It’s true that everyone has a smartphone, and I’m not being a traditionalist and shying away from recruiting using mobile technology. I simply believe that talent advisors need to take note of something: Not every trend is worth following right away.
I have HR technology vendors who are constantly telling me how amazing their products are with mobile recruiting and social platforms. They tell me that smartphones and video interviewing will change the way our company performs. I think it all has value, but they don’t fit us right now.
Are you becoming a trend follower because you’re curious or because you like shiny new objects? Curiosity is a skill that is important. Talent advisors must be agile. On the other hand, agile doesn’t always mean mobile.
Before you dive into the pool of the latest technology, you need to assess if it works for your company and industry. If it does, then you should go into it with excitement and energy. If it doesn’t, then take a stand and stick to it. Keep an eye on how other people do with the new technology first, and then be agile enough in your recruiting efforts to adapt and adopt what you need to to find the best people.
As a talent advisor, you are expected to apply critical thinking skills. Be a leader and don’t just follow the crowd. Own the process and direction you use in attracting folks to your company. Reach them in the manner that is most effective and then show them what a great company you are.
Trust me. Agility is needed in all facets of your job, regardless of then next great thing that will come down the technology highway. Be agile before you go mobile.
Throughout the month of June, Steve and our talent advisors will be dishing out their best advice on effectively managing your talent and helping them thrive. New to Talent Advisor? Sign up here to get new articles delivered to your email inbox.