Tuesday, August 25, 2009
What a waste. In the two plus decades since the Web became part of everyday life, recruiting technology hasn't significantly moved the needle. Online tools have changed recruiting, but not necessarily improved the quality or efficiency of the process.
Sure, we don't have to buy newspapers to see job listings or swing over to Kinko's and buy heavy-stock, marbled resume paper. And we have some terrific new sourcing tools, but more often than not, the hiring transaction comes down to the the exchange of static text resumes and static text job descriptions. And that's a shame.
Many progressive companies are trying to leverage the Web to set themselves apart. Corporate recruiting videos have become mainstream, and Peter Radloff at comScore has a good one. But I don't know that there are a ton out outlets for Peter to use his video as an active sourcing tool. Most posting sites are text based and have little or no video integration.
Some innovative job seekers are trying to leverage technology as well. Video resumes are gaining momentum, but have significant hurdles to overcome with employers and recruiters. Maybe video resumes will never replace text, but we need to figure out a way for them to compliment each other and work together.
In what I think is the saddest commentary on the state of recruiting technology, Fistful of Talent's Jessica Lee highlighted an innovative job seeker on her blog. Near the bottom of the post, Jessica includes the resume of a Sarah Barnes, a budding web marketing strategist who tried to create a Web 2.0 resume by formatting it to mimic a Twitter page. Whether or not you like Sarah's attempt isn't really the issue for me. It's that her innovative, Web 2.0 Twitter-ish resume had to be built in Microsoft Word - or risk not being accepted by recruiters or applicant tracking systems.
I think we owe to to creative candidates like Sarah, and to ourselves, to think beyond text and start thinking about ways to use the power of the Web to more recruiting cycles more efficient.
Some entrepreneurs like VisualCV and Startuply are making progress, but I haven't seen anything yet that resembles the next generation recruiting platform. What does that platform look like? I have some ideas. A lot of 'em. Stay tuned.
Wednesday, August 12, 2009
I’ve conducted a lot of searches in my career. Most have been successful, and many have had significant positive impacts on companies and careers. Having impact is, in my opinion, what makes recruiting worth doing. For the first time though, I’m helping out with a search that really matters. Problem is that I don’t have the first clue where to start on this one.
My friends, Jenny and Lee have chosen to take a big step forward as a family, and have begun the search for a private adoption. And I’d like to do whatever I can to help out. So just in case this post ever gets in front of a potential birth mother considering adoption as an option, here’s the recruiting pitch.
Jenny and Lee are quite simply two of the best people on the planet. Like any couple, they’ve had their share of triumphs and tragedies during their time together. What’s remained stable throughout their travels has been their commitment to each other, their families, their friends and to their values. I can’t imagine a better environment for a child to grow up then within Jenny and Lee’s home.
I could say a bunch more about Jenny and Lee, but I think they do a much better job on Jenny and Lee’s Adoption Web Site.
The usual tools of the recruiting trade - such as LinkedIn and Boolean search strings - can’t help with this search. But maybe if we can help spread the word, we can find a match and make a big impact on the lives of others.