“Google” the expression “war for talent.” You’ll get 1,630,000 results. Sadly, however, global unemployment is alive and well. Currently there are around 200 million unemployed individuals around the world (source: International Labor Organization). So… what gives? Where is the “war”?
Of course, many will tell me that I have it all wrong. The war is about “talent” not “employees.” “Uncovering talent” within a HUGE applicant pool, however, is hardly an easy proposition. Faced with hundreds or even thousands of potential employees, we could take the “easy” route – ignore all candidates whose resumes don’t include “word x,” whose degree is not exactly “z” or who haven’t attended the CEO’s preferred university. Sounds familiar? In other words: Even though recruiters have the applicant pool of their dreams (NUMBERS wise only…) we could still be picking the WRONG talent.
Today I thought I could use the power of networking to address two “crazy ideas.” Please DO tear them apart… tell me why they wouldn’t work. And then… think of ways in which something “within them” COULD work? (there’s typically “something usable” in any idea, after all…)
Crazy Idea # 1: Use Social Media to Track those who are NOT hired.
Taleo’s “Social Recruiting Guide” (a sponsored research report on the effective use of social media for recruiting, download at http://bit.ly/LHRsocialrecruitguide ) suggests that social media provides recruiters with a relatively low cost alternative to find “hard to reach” candidates. My question, however, has to do with those who are NOT hired. Can we keep in touch with them through social media? Can we find out what they are doing? Can we use that information to monitor our selection processes? Attorneys in our Group: What are the legal implications of tracking non-applicants?
QUESTION FOR DISCUSSION: How can we use Social Media to track the not hired?
Crazy Idea # 2: Use Learning & Development as a Recruitment Ally.
We think about the INTERNAL use of L&D… and that is reasonable. After all, our L&D departments are not tasked to “train the world.” New technology, however (i.e., elearning, virtual “eworlds,” webconfering, etc…) has made it easier to greatly expand the reach of our L&D initiatives. Why do it? A few thoughts: Making our L&D programs available to NON employees might help us build a “great employer” brand, attract talent (the type of talent who CHOOSES to learn), and increase our global outreach. A related quote by Elizabeth Yarnell: “Virtual learning has leveled the playing field and offered learning opportunities to all employees regardless of their location” (download the sponsored report “Keys to Developing a Successful Global Learning Program” at http://bit.ly/LHRgloballearning ). That’s great but... Can we level this playing field even further? Can we invite NON EMPLOYEES to our sandbox? Is there value in that?
QUESTION FOR DISCUSSION: How can we use L&D to attract talent?
A final thought: Perhaps it’s time to turn the table and ask those who were NOT hired… what COULD you have done for us? What did you do AFTER we rejected you? I’d love to hear our own Member stories.
QUESTION FOR DISCUSSION: What happened AFTER you were rejected? How did you grow? How did you contribute to your field?
As you reflect on your rejection stories, please refrain from using actual company names or people… keep it anonymous to protect the innocent, the guilty, and yourself… this is a public forum, after all.
I’m REALLY looking forward to your thoughts on this one!
Happy Learning!
Dr. Cris Wildermuth, EdD, SPHR
Community Chair, Linked:HR
Follow me on Twitter: http://www.twitter.com/criswildermuth
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