How to recruit talent without dying in the attempt
How to find a needle in a haystack?
It is not possible to deal with all the technical matters in the daily professional development of a talent sourcer in only one article –this would also be a titanic task–. To do this, we recommend to study a Human Resources Master. But it is possible, to summarize the factors that can not be left aside when performing this work:
Automating searches without "losing our way"
The amount of information that can be accessed to is overwhelming –it can give sleepless nights to some. It is therefore necessary to make an intelligent use of the tools. Automating searches with Google or Linkedin alerts makes the job easier. But we must not be carried along the indiscriminate use of such instruments that can blind and limit the potential of available talent. It is important not to fall into excessive mechanization and depersonalization of work –remember that Human Resources pursues the goal of humanizing the company, not the opposite–.
Offline talent also exists
Progressing does not mean saying goodbye to all the latest! Networking is key to talent recruitment of new generations, but talent is found in many places. It is necessary to reserve a place where a coexistence of generations can be developed. If we are looking for a senior profile, we will be more likely to use old techniques –many of the people who form part of this group have never created a Facebook account in their lives–. A good talent scout also has to develop strategies outside the virtual community, cultivate their networking skills and go to congresses, meetups or conferences about topics related to the sector.
Being up-to-date with the news and trends about Human Resources
The experience of other companies can be very enriching and can provide ideas for developing an innovative strategy. For example, Google, which has always been characterized by carrying out an outstanding candidates selection worldwide, recently surprised us with the announcement of that they are no longer looking for candidates with high academic grades. Thanks to the obtained data in their experience over these years, they have come to the conclusion that there is no direct relation between good results on university tests and a good job performance. The key, according to them, lies in the personality of the professional.
Knowing how to sell the company
The e-recruiter is the first contact that someone has with the company. Consequently, he/she has to be involved in the project, considering that he/she can be decisive when capturing the talent and generating good impressions about the organization for which he/she works –if you are not convinced of what your company does, you will not be a good recruiter–.
Expert use of technology to know where to look
His/Her office can be located in a physical space, but the talent seeker really works in the network. For developing well in this territory, it is necessary to have a high knowledge of online tools such as Linkedin, Facebook, Twitter, Google, Youtube and many others and being informed about the latest technological news. It is also very important adapting the digital image to mobile platforms –mobile recruitment–. Do not forget that the cell phone is already an extension of our hand and when we look for a company and its webpage does not look good on it, the company loses many points.
Becoming a good negotiator
Recruiting talent does not just require technological skills, it is necessary convincing the interlocutor that he/she wants to work in the company –seeking compensation strategies to attract candidates like e-learning or making gamification plans–. Occasionally, the candidate that you are looking for may be working for another company. In that case, the ideal is to resort to a headhunter, who is more specialized in the talent hunting on active professionals than an e-recruiter. However, this one also requires this kind of skills.
At present the profile of the recruiter is more technological than psychological. However, psychology can not be forgotten –what would Google say otherwise?–. In fact, social networks have promoted a tendency to a personalization of communications. The social and empathic nature of an e-recruiter is very necessary.
Worrying about employer branding
The E-recruiter does not only have to take care about his/her own image, he/she must worry about the online reputation of his/her company –what is the image that we offer if someone talks badly about the organization in the networks?–. Employer branding is a very important long-term strategy and involves a coordinated effort of all members and departments of the company. The image perceived by the candidates of a company is as important as that one projected to potential clients.
Do not forget that, without people, companies do not exist. And without talent, companies do not survive.