No Frustration Required to Succeed at Recruiting
Today’s recruiting landscape offers enormous opportunity that if effectively exploited, can land you on the beach in early retirement at the top of the financial food chain.
You must face certain realities.
In my last article, I discussed the employee experience as analogous to building a house. In that discussion, I identified the various HR folks as the architects and planners of the experience, while the first-line supervisors and organization leaders are the builders and construction workers who execute on the plan for a home where employees will want to move in and begin "decorating" to fit their needs and wants.
Much of what we as individuals and owners do in the name of planning and goal setting is a complete waste of time.
Yep, you heard me right. The process is about as effective as making New Year's Resolutions. Why? Personally and professionally we already know what we should do: Lose weight, quit smoking exercise more, professionally, our plans are loaded with build client/candidate relationships, be motivated make a lot of money.
There’s been a lot of struggle going on in the recruiting profession since about 2008-2009 when the downturn began accelerating and taking form.
I can tell how it is impacting the industry, even though my observation is based on not necessarily the most scientific findings: I can tell from how many independent solo-recruiters ceased to earn a living and encountered serious, business (and life style) threatening difficulties.
The trend du jour for companies seeking talent appears to move to everything social media. The social media evangelists are preaching to job seekers and hiring managers that if you’re not using all things social media, job seekers will lose out on their dream jobs and companies will not find top-rate talent. Recent articles have spread across the blogosphere stating that companies and job seekers should lean towards LinkedIn and ditch the job boards. I’m not sold.