I encourage recruiters to read the article and pass it on. It raises some great ideas and answers questions about how recruiters can make a difference in their chosen profession.
I was especially pleased to see that Angela gently reminded readers to ignore their "inner voices"- the ones that whisper that you shouldn't have to make the (MOS) translation and that the job seekers should be the ones to make the effort to write their profiles so a civilian could understand them.
I have been less gentle in holding up that mirror in times past as I'm convinced that when it comes to military...and other under served groups, especially the disabled, that too many of our colleagues have little energy for reaching out and "considering" them (and often ignore potentially great applicants who never, surprise, actually make it to the applicant pool)...unless of course they are specifically told to target them by the hiring manager.
(I'm also sure these recruiters don't ignore good candidates out of spite - essentially they are simply burning out over heavy req loads, worried about their job - especially if they spend too much time evaluating low probability hires that might require high touch.) In the end there are few professionals in any function that willingly go down the tougher path.(I've several stories on the subject which I'll save for another day)
The point is I wanted to thank Angela for writting about the military on ERE.
And since I am compelled to privately thank folks who write interesting articles several times a month I did what I usually do when I don't know someone, I use the internet tools at hand to track down their phone number and call them directly (I've been doing this since well before the internet).
The reason I'm outing Angela is that while it took me only a moment, I found her contact information on a job posting to a job board devoted to the hiring of disabled military, Warriors to Work. https://wtow.woundedwarriorproject.org/index.php?option=com_jobline&Itemid=76&task=view&id=70
Her posting on this job board included her email address as well as her phone number. She could have simply linked those interested back to her ATS. She didn't. Kudos.…
, actually resumes entirely, do individual phone screens and improve the quality of the people they hire by getting to know folks in an online chat room called talent community. Using their well developed skills at determining mental acuity based on what folks say in the er, uh , talent community , they will select the most acuitious and invite them to drop by for a networking event which hiring managers and internal recruiters will attend with no prep to mix and mingle with people who want to work for their company. Since many of the talent community will not be in the zip code or can't get a babysitter there will be online networking events at set times that those assessed by KC and his group will be invited to attend along with all those hiring managers and internal recruiters during evening hours when no one is working, going to school, taking care of family or doing any of the other things that people do other than log on to social network talent communities.
So Here are my questions about this revolunary answer to the problem of getting 50 qualified resumes for every position.
How much is KC and his group charging the client to set up and run their talent community, screen the members of the community to decide who gets invited to the networking events, set up the onsite events or manage the online events.?
Is the talent community open to everyone who clicks on the talent community link on the employers web site? If so it is an open community. Or when someone clicks on the link do they get a form that says, "JOIN", give us your name and your email address so we can sent you emails about positions and networking events?
Now what? Does someone who doesn't want to or can't write a resume or isn't really looking just thinks this company is cool, enter their name or a screen name and their email address or are they required to enter more information as to what they do , how long they have done it, who they work for or don't, what kind of job they are looking for or their number of years experience. Set up a profile , sort of a brief bio, kinda short resume if you will. If that is the case i would suspect that will eliminate 20% of folks who are not looking and the 20% to 75% who do not want their current employer to know they might be kicking around the net looking for a job. Unless they use a screen name, an email address that can't be tracked (where does one get those) and don't put any information on the profile that would be an identifier ,confidentiality would seem to be out the window. If they don't want to enter information they are now not able to join the talent community so there goes the curious, not really looking person who is casting about the net on his company laptop or from the office where everything online is tracked.
But for the sake of marketing hype let's assume that the talent community fills up with the creme de la creme of candidates who are going to engage in meaningful dialog with whoever is getting paid to run this community or is assigned by the company or their legal department to monitor what is being said about the company and by whom.
Now we reach Jerry's question, Content?
If KC and his group are getting paid to manage the content, engage with the community and set up the Q & A as well as evaluating the mental acuity of the members to send out invitations to their events, what happens when a member of the community posts, "What was the total dollar volume of your sales last year?", "What is the reason for most of the turnover you have had in the accounting department this year?". "I see from my research that you have had several discrimination lawsuits in the past few months, what is the deal with those?" "I have applied four times with your company and never even hear back, what's the deal?"
I would guess those would not be answered with any clarity or if they were somebody would have their ass in a sling fast. Or just for grins, let say someone posts, "I have an interview next week with your SVP of Business Development and your Sr. HR executive, what are they like and how should i handle the interview." Hot Damn, now every body in the talent community knows that there is a position in business development so they reach out to the SVP, personally by phone or email with their resume, don't get a response so they are hot. So hot in fact that they decide they didn't get an answer because they are over 50, disabled since they mentioned that in a post or on their profile, female, gay, minority , wanted to get into that company but never sold widgets before or whatever so they fire off a letter to the EEOC or the internal legal department or the CEO. Or do you just take those questions down quick and respond to that person privately. Since folks DO notice MOST of the time when things are taken down if they are engaged in a community, many of the group saw it and or noticed that it had been taken down.
But let's assume for marketing hype that they were answered and everybody was quivering with anticipation about the transparency of the wonderful employment "baaaraannnd". (Gag) The marketing department or the internal recruiter that doesn't have anything else to do is pounding out all kinds of wonderful bullshit that generates exciting response from brilliant people thus getting them invited to the onsite networking event. All 10 of them out of a community of say 50, no wait everybody who looks at the website or applies for a job can click on the talent community link and join...or maybe not, maybe they have to be "invited" (who does that bit of discrimination) but if they can and do and we are getting 100 or so resumes for every position of which 50 fit 100% of the qualifcations and we have say 20 jobs open that's a lot of folks in the community. But whoever is charged with, or is charging for ,screening to improve the quality of hire is picking 10 to invite in for an open house that the company is going to host, pay for, provide security for and require their HR and hiring managers to attend to get to know these people before they interview them or just hire them at the open house. Or does the whole community get invited?
Let's suppose that only 10 are invited to the networking event held at the company offices or is it held at another site in a meeting room sort of like the insurance companies do when they gather up 30 candidates to talk to them about selling insurance? Let's go with 10 who have been selected by somebody. They show up or at least 5 do, 50% turnout is good in any venue. It goes well, KC and the internal recruiter and the hiring managers all really like one of the 5 and decide to move forward with him/her to the next step....which is...Send us your resume please and come in next week to meet the rest of the team for a formal interview. or are we to presuppose that after chatting with someone for a few weeks or months that this person will be hired on the spot at the event without ever presenting a resume or having an interview or filling out an application. Maybe so and hiring is revolunized for eternity, resumes and interviews are replaced by the interaction in the talent community. Assuming of course that the top quality candidate will show up in the flesh at a networking event without knowing if his boss may also be there or someone from HR with his current company. "Certainly was nice not to have seen you here John."
Leaving just one more little question. What happens when the folks who went to the networking event and were identified as riff raff because they showed up looking like a reject from Jersey Shore or it was discovered that although their posting in the community demonstrated passion and interest they were simply a bullshit artist online with no substance in the flesh or just blew smoke about their background in the community. Not getting any traction from the networking event they go back to the community and start posting about how much they enjoyed meeting everyone and want some feedback as to what the company folks thought about them and what is the next step. Or they picked up that they were not well received so they post about it in the community.
What about the other hundreds who didn't get invited and wonder why and post about it. Start writing letters and emails to anybody at the company they can identify as to the crap that goes on in the talent community.
Since the presumption here is that talent communities are going to eliminate resumes, improve the quality of hires and revolunize the way recruiting and hiring is done,how would one handle all the little twists and turns in terms of confidentiality, functionality, legality, transparency and general discontent within any community online or off.
Not to mention keeping Jerry, Pam, myself and thousands of other recruiters as well as the competition from sliding in the online door to see who and what was going on in the talent community and maybe pick up some of those top 20% that were engaging thus hiring or placing them before the next networking event. And don't tell me you can keep recruiters and the competition out. Recruiters are crafty at best with those we don't like but know exsit being slicker than greased owl poopie. If lawyers are already rubbing their hands together about lawsuits against companies who recruit solely online i can only imagine how rich they will get when hiring is done through a limited talent community.
Inquiring minds what to know.…