Mike, thank you for investing your time to capture recruiting in 2013 in written words. Because I agree with much, maybe most and perhaps all of what you wrote, I'll simply share a real situation I am currently facing that I believe captures the point of your article. A CEO from a fast-growing security technology company that has created game-changing technology recently contacted me. For a mission critical role he has to fill, he explained that his team had surfaced several qualified candidates. He had trouble admitting what the problem was but after I carefully probed just enough, I discovered that this CEO and whoever makes up his hiring team could not close the deal. Once this fact was on the table, I asked more questions. There is no doubt that the CEO I was on the phone with was very intelligent and there was also no doubt in my mind that this CEO had never thought through what recruiting is really all about. Brilliant engineering students are not taught much about the human side of their future professions in school. I explained that recruiting starts long before a company has a position to fill. I talked to the CEO about his branding from the standpoint of attracting talent. He'd never thought about branding that way. I explained that since recruiting in its purest form is sales, he would need to have someone involved in his recruiting process who could both teach his hiring team how to sell and that person needed to be a seasoned sales professional themselves because they'd need to understand how to begin closing top candidates at the same moment in time when they were evaluating top candidates on behalf of his company. I asked the CEO if he had a player like the one I'd just described on his team. He did not. In fact, he'd never given this much thought to the mechanics of recruiting before. I asked the CEO who had built his company's process around talent acquisition. He explained that they had all kinds of processes built around software development but he had never thought about building a process around talent acquisition. We then talked about the necessity of building a talent acquisition process. Prior to our discussion, the CEO thought about recruiting in a linear fashion. By the time we were finished with our call, I had introduced a multi-dimensional thought process around talent acquisition that the CEO had never before considered. While he didn't understand how to personally address the multiple dimensions of thought I put on the table, this CEO clearly understood why he needed help. It was the CEO after all who made my phone ring. He knew that what he was doing wasn't working but he didn't know how to solve his multi-dimensional problem alone. This CEO no longer believes that posting a job on any job board alone will attract top talent to his company. Though he doesn't know how to turn his problem into an opportunity by himself, I'll soon be helping this CEO to build a system around recruiting that is driven by branding, technology, process, people and sales to ultimately close top performers on the idea of joining his team.
Wednesday, June 05, 2013
Technology Alone Doesn't Recruit and Attract Top Talent...Talented People and a Process Attracts Top Talent
President of SecurityRecruiter.com and JeffSnyderCoaching.com. SecurityRecruiter.com is an executive search firm specialized in information security recruiting, cyber security recruiting, corporate security recruiting, physical security recruiting, converged security recruiting, IT risk management recruiting, enterprise risk management, global compliance recruiting, global privacy recruiting and business intelligence recruiting.
Through JeffSnyderCoaching.com, I provide Resume Writing, LinkedIn Profile Optimization, Personal Branding, Personal Marketing, Strengths Coaching, Emotional Intelligence Coaching, Career Coaching, Leadership Coaching, Executive Coaching, Coaching for Entrepreneurs and aspiring Entrepreneurs, Career Transition Coaching and more.
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