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We are going to recover from this downturn, and when we do, the talent shortage is going to be more severe than anything we experienced a year or two ago. Finding talent, connecting with those talent and building talent communities is going to be what separates the winners from the losers in the recruitment industry, in my opinion.
Sourcing talent will become far more fragmented in the future, and candidates will be accessed from an ever increasing variety of channels including social media, blogs, specialty sites, as well as user and special interest groups. Job boards will play a role, certainly, especially niche boards, but increasingly they will become less effective, particularly when it comes to connecting with the elusive passive candidates.
At Aquent we have taken what I believe is a bold but decisive decision to remove all job search or job board functions from our website, completely.
attracts hundreds of thousands of visitors a month, and many of our best talent are captured this way. But we are are entering a brave new world of talent management I think, and now we must focus on connectivity at a human level with our candidates.
now encourages job seekers to search directly for an Agent (our name for Consultant) who specialises in the area that the candidate is interested in. The candidate can now connect with a personalised Agent URL (PURL), and from there can connect with the Agent directly via phone, email or social network.
We believe it’s time for a fresh approach to candidate communication. Talent are tired of applying for jobs via a job board, and never hearing back or getting a “Dear John” standard response. Ironically, our research suggest recruiter websites are the very worst offenders in this regard.
Now Aquent is taking the concept of connectivity and visibility to a whole new level, embracing the social medial model as an intrinsic way of doing business.
Lack of personal interaction is doing our industry no favours. In fact I consider it one of our deepest flaws. Many recruiters use technology to avoid connecting personally with talent, when in fact the real advantage of technology is to get much closer to many more quality candidates.
On our agents’ profile, a job seeker will see the Agent’s face and their contact details. The job seeker will know what our Agent specialises in, and what they are passionate about. They can read our Agents’ testimonials from talent and clients, and then connect directly.
We want to turn the tables on the recruitment industry. Many recruiters go out of their way to make themselves uncontactable, hiding behind job reference numbers and generic email addresses.
All of this is just dumb business, because increasingly the recruiter who owns the talent market…will own the market!
Aquent’s processes are now transparent and gives total responsibility to our business – mature, specialised recruiters to satisfy talent enquiries. It puts the pressure on us to actually do what we say we do, and I love that.
Besides, the reality is that job boards don’t find people jobs. People find people jobs.
(Last week, Aquent won the 2009 WebAward for Outstanding Achievement in Web Development” in the “Employment” category. More information on this can be found here