Many recruiters seem to have embraced new media. They have flocked to it like sheep. Literally. I have often said that this industry has proven to embrace a new way or new technology faster than most. When I made my recruiter debut, we were still mailing job descriptions and collateral material via postal service / stamp / envelope / letterhead to candidates - which ultimately meant we had to wait at least a week to follow up with that candidate. And we usually did a little dance when a resume was faxed in, for it meant that the candidate was up on technology.

 
Many clients were embarrassed by their websites, the sites weren't the best and updates were slow to happen. They were far happier to mail to us ancillary, printed materials that included benefits' specifics, company information, detailed job descriptions and community demographics. This information was forwarded to potential candidates along with an intro letter flawlessly worded and spaced on our firm's letterhead and business card, which was perfectly paper clipped to the packet. Precision was key. The image of the firm and our client was on the line. Really. I'm serious.

As the internet became more commonly used, company websites improved and email was utilized more often to exchange specific job details. The speed of a full recruitment increased, communication excelled..., or did it? As we move forward with all things new media, that speed continues to pick up. Web-based profiles, Boolean strings, Google, Online resume searching software and social networking seem to be changing the face of the game..., or are they? I am hearing more and more often, "Just pick up the phone." Most recruiters still list the phone as their number one tool.

I attended a software / innovation awards banquet in Los Angeles a couple years ago. Tony Perkins, former owner of Red Herring magazine and founder and editor of AlwaysOn.GoingOn network, was the keynote speaker at the awards. During his presentation, he showed a video clip of interviews that were conducted with several 10 year olds. They were asked a couple of tech questions and then given flashcards that said things like TV, cell phone, computer, internet, cable, iPod, video games, car, etc on each one. These kids were then asked to put the cards in the order of importance to them, first being the item they would not want to live without or what they foresaw as the most important. Without fail, they listed internet and computer as number one and two as the most important items. That was two years ago, they were ten year olds. Think of where social media has gone in that short amount of time.

During the last two years, Perkins' network has struggled to survive but his message was clear. These kids are the future; they, as young as they were, recognized what was important and relevant. In recruiting / hiring / business, our brains are our most important tool. The three-legged stool that brain sits upon is the phone-computer-internet combo. Could be a smart phone, could be an iPad (stupid name) or could be a computer with an internet connection and a desk phone. What is relevant for me may not be for you. And what is relevant for you, may not be for me. With what we have faced and the hole we are still climbing out of, if it's working for you, if your system is good, well..., if it ain't broke, don't fix it. But if is broke, make the necessary changes. It'll do you good.



© by rayannethorn