How to recruit talent without dying in the attempt

How to recruit talent without dying in the attempt

Monday, 19 june 2017 | Redacción CEU

The addition of unemployment rate plus the digital revolution results in an explosive cocktail.  A company can receive thousands of curriculum for only one job offer. But, are the profiles that we are looking for there? How to discover talent among so much information? Facing this situation, the traditional ways become obsolete. This is where a new professional profile comes into the game, the e-recruiter.


The Human Resources team is a crucial link of the company chain. It is the part in charge of making the organization more human, a pillar on the development of people, their motivation and the management of their talent –if people are not happy in your job, the Human Resources Department of your company has a problem–. An organization with a good human capital is more productive, works better and is even happier than the rest.

The digitalization of new generations, the virtualization of the communications and the hyperconnectivity have changed the world of personnel selection. When a millennial claims that he has been looking for a job all day long without putting a step out of  home, he might not be lying. Professionals no longer go out to the street, they look for a job in the network. Channels are swamped, competitiveness has grown and profiles are more specialized every time. How to reach the talent that we are looking for now?

We need an e-recruiter!

Despite these changes, some organizations are still not aware of the importance about the use of new tools in personnel selection. e-Recruitment is functional for consultancy agencies and for companies with temporary vacancies, with job rotation, that need to hire interns, that look for high-level professionals or search for very specialized profiles.

With the old formulas of candidate selection,  many time is wasted –and time is money–, the team wears itself down– the work can become titanic– and the options are reduced –in fact, what we are looking for might not even be there–. The presence of a talent seeker is crucial for optimizing resources, multiplying opportunities and shortening times.

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.

  • Psychology also matters

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.

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