Death Knell of Hiring As we Know It

Take yourself back ten years to the last throws of the Dot.Com Era and compare the difference between the amount of people available for job openings then to what we have today - way too many. When the economy is cooking and there are fewer people seeking work than available jobs, it’s all about finding people to do the work. When you have too many people for the jobs at hand, the real effort lies in making sure you get the right person for the job.

Pity the poor hiring manager that makes a bad hire with so many choices...but it is happening every day.

With hundreds of resumes to paw over for each opening, you’d think making a hire would be easier….think again. Resumes are woefully inadequate for times like these and better assessment methods are needed to uncover the 50 people you get for each job whose resumes all indicate a qualified match. Then consider trying to pick the five or so people out of those to interview for the role. How do you choose? Phone screens? Psychometric tests? Coin flip? Whatever the method, you then need to interview people that are given one chance to make their mark – and one chance for the interviewer, typically within 30 minutes, to make their choice. After 5-6 weeks of time invested (sometimes less), you settle for the best person of the group – I mean how many hiring managers will say all that time was wasted. So, somebody gets the job. That folks is the hiring process for 95% of all jobs…there has to be a better way, right?

There is, well, er…sort of…at least it is somewhat evolving!

I think it is inevitable that the Internet will continue to shape employment initiatives for the better, the way it has since the early 1990’s (OCC, Monster, ATS, Google, etc.), how it evolves will depend on the thought leaders of the employment universe.

For several years now employment focused people have marveled at the opportunity that the Social Web could provide, claiming it as the next frontier of job recruitment. I certainly believe this will happen, but not until human resources and recruitment gives up on the resume as the vehicle for job consideration. A resume does not work at all for Social Networks and goes against the basic doctrine of the Social Web - helping others and genuinely sharing interests, motivations and passions. A resume can never divulge the truest sense of a person. They diminish our skills and demean the complexity of our experiences. Resumes in their simplest context are for screening people out, plain and simple – not much helping or sharing there…

While the employment world comes kicking and screaming to a non resume world (it could take a while…), the Social Web can provide an excellent, world class benefit that hiring authorities can put to great use today. In fact, it has been my prediction that this will help bring the demise of the resume (I’m betting my career on it actually…), and that is providing a career development, training and job hiring process where people actually get into careers that they love, possessing the skills to do the work and getting hired for the right jobs at the companies where they fit in the best.

The last part of the equation is the one that the Social Web offers right now. There is absolutely no reason that a person should get into a job situation where they knew very little about what they were getting themselves into, nor for a hiring manager not to know whether a person they offer a job to has the right interests, motivation, attitude and functional capability to do the job they offer them. The tools at our disposal to evaluate both sides of the hiring equation are available and both parties make a big mistake by not using them. Through the use of Talent Communities, Online Assessments, available Internet data and other Social Media activities – we’ve never had more opportunities available to make the best hiring choice.

I agree that not all companies have availed the public of their employment “brand” and it is a bit more work for a person interested in a company to get a sense of this, but there are plenty of ways to do it (using Linked In to contact a current employee for example, checking Clean Journey’s Career Investment Score, etc.). More importantly, a career minded person has tons of ways to create a Professional Brand and make a Career Investment that will get them noticed and position them to be considered for the work they crave.

For employers with way more resources, there are no excuses. The Social Web provides all the ammunition that is needed to uncover most of what should separate one candidate from another (Twitter, Facebook, Clean Journey, Linked In, Google, etc.). Finding people that have the skill is of course important, but finding people that have the interests and passions to do amazing things with those skills is the key separator to finding the "best" person for the job. The Social Web has and will continue to greatly improve the Quality of Hire for both company and new hire alike, and the benefits that this will provide the overall American Economy should be immense.

A wise person taught me a long time ago that a passionate worker is a hugely productive worker who won’t dream all week about Friday Happy Hour…uncover the passion!

Views: 362

Comment by Paul Alfred on August 19, 2010 at 6:25pm
Sandraaaaaaaaaaaaaaaaa !!! My Dear friend, I am on the ground had to close the door to the office I am laughing so loud ..... You're so right ( as are you Pam ) and you Kill Me .... !

Jokes aside ... I think based on my earlier blog (http://www.recruitingblogs.com/profiles/blogs/linkedin-its-unorthod...) I have some expertise on the effective use of Social Media - KC you are totally missing the point of Social Media when it comes to finding qualified candidates ...

Social Media allows us to understand a candidate's profile their associations and connections but the resume determines quickly whether that candidate has the raw skills for the role - we still have to interview that candidate anyone can write a resume - Can he/she describe their background in depth and get technical if needs be -or they can get technical but can't communicate it .... Social Media fails to qualify that criteria - it helps us "Get to a (POTENTIAL QUALIFIED CANDIDATE) " But we still have to pre-qualify that potential the old fashion way and in the end if I line up 10 J2EE Enterprise Architects who are qualified on paper great linkedIn Profiles in the end the Employer is going to higher who he/she likes ....

I will make one statement in the end "people Higher who they like" ...

Social Media is a great tool for us get access to Qualified talent but it tells us nothing as we still have to speak with and pre-qualify that resource in the end ...

Interests and Passions is not going to help the Infrastructure VP when his 10000 Server Farm is down and clients are loosing a $$ million a day because of that downtime ....

Perhaps the focus of your blog should be on the Use of Social Media and Web 2.0 Technologies can help lead recruiters to finding "potential" qualified talent in the Market place...
Comment by Sandra McCartt on August 19, 2010 at 6:37pm
LOL. If we can't laugh at ourselves who the hell can we laugh at. You know i love you Paul and you are one of the few that i would sign on with in a heartbeat. But darlin, it's hire. Higher has to do with altitude or your status in the food chain of recruiting. On which i know you to be higher than most.
Thank you for laughing, i am supposed to be funny, it's how i roll. :) I think KC has dropped off his own post and gone out peddling talent communities or talent pools or whatever it is that he is selling and i wish him well. How many ditch diggers does it take to dig a talent pool?
Comment by Paul Alfred on August 19, 2010 at 7:17pm
Yes its Hire .... LOL ... I was typing so fast trying to get my thoughts out .... I love you too Sandra ... I look forward to your responses every time you make my Dayyyyyyyyyyyy every day up here in Toronto.
Comment by Sandra McCartt on August 19, 2010 at 7:26pm
If i could get all you Canuks to Texas we could put together one whale of a firm. It's gonna get cold up there pretty soon. Most recruiters think and talk faster than we can type.

Have you ever felt like your were fishing in a muddy talent pool? That would make a good blog headline. You write it. :)
Comment by Recruiting Animal on November 23, 2010 at 6:25pm
It was torture reading this. Especially after so many other poorly written articles. An editor would have cut this down to at least half the size. Probably 1/4.

In terms of content you seem to be confusing what can be, ideally, and what is in reality.

Even you specify that a career minded person can create an online brand. Very few people even understand the idea.

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