Few days ago I mentioned the need to be bolder in our strategy to attract talent. The direct result of being stuck in a rut, following the same old way of hiring has to give away to new innovative and modern methods of recruiting. If we cannot learn, we will learn that we will perish in the market.

So as we continue to observe some of the things that can be corrected in the coming year, let us continue to look at few other things:

What we learnt No.2:

Time to get bold and using branding to attract candidates

Companies like Google and Yahoo use aggressive recruiting methods which involves giving description of the kind of culture one is expected to work in. It is not because they can afford it, they do it because they want to filter the ones who want to apply right at the beginning. “Do not try to appeal to everyone”, that is the idea we should follow too. We should not spend time or money trying to market for a general audience.

The best marketing campaigns always discourage the un-fit candidates in some way or other, although very subtly. For e.g. IBM will never advertise during the LA Lakers match or during a Super Bowl—the idea is to reach the right people in the most effective manner. What you say should matter, no verbose language of the past. If we directly advertise the skills in a precise way, stating the specific backgrounds that we are looking for, most people would budge away from applying seeing the specifics.

What we learnt No.3:

Using Web 3.0 is not enough—need to adopt technology

Youtube is now the biggest search engine after Google, we use it so much, but very few of us actually use it to recruiting advantage. If your organization still doesn’t have a Web-Page, please stop reading right here. The pool of candidates that is available on these social networking sites is immense, and only a savvy user can analyze the space and pick up candidates from there. Some tools like Avature go long way in helping to shortlist the candidate just by looking at his/her presence on the web—yes we don’t even need a resume until a very later state (if at all required).

There are countless websites, where, only the “cream” of the crowd visits daily. We have to start digging such avenues to hire the top talent.

….to be continued

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