Recruiting needs to change to fit the current trends. More than ever, young people in their twenties and thirties are using social media to hunt for jobs. They are using YouTube to post video resumes or visumes and these are great tools! With all the new social media tools that are available to young talent, companies need to step up their program to make sure they are monitoring all of the right social media outlets.
Companies who are seeking talent need to be aware of how well they position themselves to be a magnet for young talent. When companies use external communication tools such as blogging and social media, they should talk about the cool projects they are working on and why they need great employees. They should communicate fresh ideas and ask for input from job seekers to bring their knowledge, creativity and passion to the conversation. What are you working on? What drives your company? Where do you want to take your new ideas in the next year? Every company, large or small, needs to ask these questions to communicate dynamic and compelling messages to job seekers. You need to talk about things online that will get the attention of great talent!
One way I work with companies is by conducting a behavioral assessment and getting down to some basics. For example, is your culture collaborative or confrontational? Do the people on your team solve problems by consensus building or by shouting at one other? I’ve worked with companies who honestly do not know how to define their culture. In this case, I would do a benchmarking assessment and interview the top performers in the company to create a job candidate profile. By knowing the personality types and management styles of your company’s current top performers, I am able to more clearly assess the job seekers who will be able to mesh with your culture.
Companies need to convey a greater transparency about who they are, what their culture is really like and be clear about what types of personalities work well with their existing teams. Above all, when you are working with a recruiter, you need to be completely open and honest about how your business culture functions, so the recruiter can find the talent who will thrive in your organization. After all, you are spending a lot of time and money to find the top people, so you might as well be completely open about how well you communicate with one another, and especially how well you communicate about who you are as a culture.
InnovationsIQ is a young recruiting, placement firm—one of the fastest growing end-to-end information technology services and solutions firm serving businesses of all sizes, from visionary start-ups to Fortune 100 companies across a wide range of industries, including technology, retail and the public sector.
Anisha Vinjamuri
InnovationsIQ is a young recruiting, placement and one of the fastest growing end-to-end information technology services and solutions firm. Unlike the other recruitment agencies, our primary goal is to fill the gap between traditional consulting / recruiting process and consultant’s expectations. We pride ourselves in connecting talented candidates to custom fit growth opportunities with a dedicated one-on-one service. In short we create personnel connections personally….
