Recruitment is not what it used to be. In fact, the likelihood of it being the same six months from now is doubtful. Let’s face it, how you recruit successfully is ever changing and even the most skilled and innovative professionals find it difficult to keep up with technology.
Recruitment is no longer “your parents” version of the job posting, application and phone screening process. Doing those things exist sure, but it’s not the end all be all, rather a small tool in the arsenal of successful recruitment. Today, knowledge and data play a huge part in strategic recruitment. Analyzing data, interpreting market intelligence and understanding the tools needed to do so is priceless. But in all honesty, I firmly believe that in forming a modern recruitment strategy companies need to find the right balance of evolving with technology and staying true to the humanistic approach by establishing creative and authentic methods to connect and network with others in your marketplace. No matter how fancy tools and technology get, forgetting the human connection of this business is the fastest way to bury your recruitment strategy from the starting line.
In our current generation and economic instability, we have been able to witness first-hand how companies have found success and failure in applying recruitment strategies. Some companies needed or just wanted a “cheap fix” solution regardless of the long term affects. The result we now see are that those same companies find themselves facing the consequences and are truly getting what they paid for. Every solution and recruitment engagement should be treated differently. Solutions and processes must be customized to fit not only the immediate need but also the market and talent pool. The last place corners should be cut is taking emphasis off the relationship element of your strategy (with both vendors and candidates). If you find yourself in a relationship with a recruitment vendor that has given you a “box solution” or “box process” …run. Face it; no matter how hard you try you can’t squeeze that square peg of yours into their round hole. Successful recruitment strategies always change, you many pay a little more but isn’t the long term goal to have a healthy talent pool and hiring managers satisfied with quality talent being presented?
Bottom line, an investment in your recruitment and human capital infrastructure is a necessity. It is as beneficial to the future health of your organization as a 401k to your financial future. The more you put in, the more you see in return and the value just keeps accruing over time.