Sunday, May 13, 2007

Today’s jobs with yesterday’s tools!!!

We all remember when it was easy to find candidates; they just about found us pretty much on their own. There were so many candidates all we had to do was put out some kind of sign and wham!! Candidates seemed to appear out of nowhere. Things are so much different now. Candidates no longer find us and to top it off there is a shortage of qualified personnel.

Yet many people are still using the approaches that worked then but are no longer effective, things like job fairs, newspaper ads etc… In an interesting article titled 9 signs the online job market is broken, Ben Yoskovitz asserts: “Compare a job ad from 100 years ago to a job ad today and they’ll look almost identical. The buzzwords have changed, but the format, style and general dullness have not. …” He goes on to say; “Jobster.com now offers free job postings. They couldn’t figure out how to get people to pay for them, so they offered job postings for free. My take:” he says “They should be free. They’re largely worthless.”

The scarcity of top talent is fast growing into a crisis but what this means to me is that it is important to be more than just competent at sourcing. If it isn’t clear by now we need to become more and more adept at exploiting every available tool, yet many of us are not keeping up. Take for instance; our ability to search the titles of web pages using many of the over 4,000 search engines; there are at least 4 different title search commands but combined with some of the over 40 advanced search commands the combination strategies are tremendous. How many of these advance search commands can you list?

My point is that we need to test our ability to strategically source and accurately match candidates with needs. But how can we ensure we will get the job done when we are doing today’s jobs with yesterday’s tools? A good sourcing strategy is built-in on the premise that we have the mechanisms, skills and means to find the candidates we need. Our sourcing strategy needs to have a process for eliminating bureaucratic procedures and updating and streamlining our search tools. Only then we’ll we position ourselves for sourcing success.

1 comment:

Troy Bettinger SPHR said...

Moises Lopez -

Great post!

I wonder if some of the problem is that as recruiting has become more specialized, we recruiters have lost something. We're expected to be great at sales, but crafting an excellent job posting isn't sales, it is marketing. Companies are getting what they pay for - not many hire recruiters for being good at marketing. Our metrics don't directly measure marketing, nor do the rewards.

Troy
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http://notjobs.blogspot.com