Every Monday morning I thought I would post a few links to some of the more interesting things I read over the weekend or first thing Monday morning. Well, at least interesting to me and I hope you will agree. My intent in sharing these is not to comment at length but to bring your attention to some interesting items that, in my opinion, resonate and have congruence with recruiting, talent management and leadership.
- Jason Goldberg, former Chief Jobster, hits on the hot topic of buying your presence online or growing it organically. I have lots of thoughts on this topic but I will hold off on getting detailed until later. His blog Social Median is smart and should be on your short list of those you read regularly.
- My good friend Dennis Smith (excellent recruiting leader and all around good guy) shares a conversation he had with Jason Davis, (great recruiter and recruiting blogosphere leader) in which he explains the sourcing and recruiting advantages of blogging. Dennis claims he won't stop blogging - a good thing for us all.
- Great real life lessons in sourcing from people who don't source for a living. Read this carefully and apply some the creativity and thinking to your next search.
- Collegerecruiter.com has 14 Ways to Get More Candidates To Apply. Here you will find some great suggestions for how to structure your online application and a few other ideas. The only question left unanswered here is how do you get the more of the RIGHT candidates to apply?
- Finally, Seth Godin got my attention again. This time with a post called Who Are These People? Of course he speaks from a social media and marketing perspective but again the cross over to talent acquisition and talent relationship management is obvious and significant. Is it better to attract hordes of people to your jobs or just the right people? As Seth says:
Doesn't it make more sense to incrementally earn the attention of a smaller, less glitzy but far more valuable group of people who actually engage with you? And the best part is, your odds of success are a lot better.
Extrapolating this concept the question becomes; Is it better to practice candidate relationships management or talent relationship management? Is there a difference? CRM is pointless in recruiting. You can't possibly have relationships with every candidate. To get the maximum ROI for your time and effort you should only have relationships with talent in your industry or career discipline. Develop, manage and grow relationships with great talent and you will find the very best for your current and future openings.
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