Recruiting News Worth Reading
Here are some worthwhile items that you should check out if you’re running an organization (startup or otherwise) or looking to make the leap to a new job.
- Study Finds Only 1 in 5 Global Workers “Engaged” - This is a sad but not surprising statistic. What’s interesting about the study is that it found “senior leadership isn’t doing enough to increase that engagement.” According to the study, it’s the efforts of senior management (versus direct bosses) to show an interest in all employees that helps those employees stay engaged.
The study identified 3 areas that senior leaders need to work on to improve engagement (quoted from the story):
- Senior leaders must demonstrate inspiration, vision and commitment to their organizations and individual staffers.
- High-level managers need to provide a better vision of why employees should want their organizations to succeed–in other words, “what’s in it for them.”
- Staffers want to work for organizations that are seen as leaders in their industries, and senior managers must work to differentiate their firms from others in order to draw motivated and engaged workers.
- Die, resume! Die! Die! Die! - Bryan Person works at Monster, but he’s sick and tired of bland, old-school resumes for creative professionals. As he points out, “The traditional resume just does a woefully inadequate job of telling your career story and showcasing your brilliant work to a recruiter.”
Bryan wants creative professionals to look at creating a social media resume, which would include items such as: a purpose-build del.icio.us portfolio page, a pointer to your LinkedIn profile, a headshot, links to Flickr photos, Twitter messages and Facebook profile, blog links, a pointer to your shared items on Google reader, etc.
Bryan’s talking about massively exposing yourself to potential employers. Smart companies will already be using Facebook and other tools to research candidates, so does it make sense to pull it all together in one neat package?
Completely agree that the face of recruiting and job search is in need of overhaul/change. From my perspective the current ‘process’ is broken. Everyone relying on a written resume, all the fear around discrimination if they should ‘view’ the applicant before an interview (why not just blindfold your interviewers, that would solve the problem). So much of whether someone will be successful in a position has to do with their style, their personality, all those softskills that cannot be well represented in a written resume. And the smart recruiters and professionals know that creating ongoing presence and relationships for *future* engagement is the new wave of professional/career development. Recruiters and organizations are already using sophisticated searches to find prospective employees. Why not employ some proactive techniques to guide them to what you want them to find?
Chris
www.firedupcareers.com
Chris - Thank you for stopping by and commenting, I appreciate it. Your last few sentences really hit home for me…and all I can say is, “Stay tuned for what we’re doing” and hopefully we answer some of your questions and frustrations with the job market space.
Agree, and along with the resume, the job posting is also dead.
http://jobhacks.wordpress.com/2007/12/06/job-postings-are-dead/
There is a better and more effiecent way. Personalization and pay for performance.
ts
Hi Tom - thanks for the commit. I’m interested in the pay for performance model, because I do think there’s room for it to evolve, just not sure where it’s going online and how that would work effectively.
I don’t think job postings are dead, but I do think they’re a waste if they’re not supported by anything else in terms of quality information and interaction provided to candidates.