Social recruitment talent candidate finder silver bullet…yawn.

by in Employer Branding, Recruitment, Recruitment Marketing

I see a lot of new technology that says it does a lot in recruitment. To be honest I’m a little bored of it. Not I hope because I’m now approaching my mid thirties and my enthusiasm for technology gets handed down to the next generation, not because I don’t understand it (yet) but simply because it matters very little. That is, in the grand scheme of a strong employer brand.

And all too often at the moment employers are getting too excited by gadgety type technologies and missing the bigger picture.

Here’s the point. It doesn’t matter what technology you use to attract, match, search or hunt your candidates from – if you have a poor employer brand. They still won’t want to work for you. Stop everything else now and think for a moment. “Is the promise of employment at my company the very best it can be.” If the answer is yes then continue to indulge in your latest technology trials and things. If the answer is no,  it’s no wonder you keep looking for your silver bullet of recruitment. Bad news, you’re looking in the wrong place and your job scraping, social media, cv matching, iris recognition software is just papering over the cracks.

If couldn’t tell by now it annoys the hell out of me. Recruitment comms. is over run by too many tech and software companies trying to create the next job board. I don’t blame them, I’m all for R&D I just wish employers would stop looking in the wrong place for the answer. I know why they do it. Often it’s easier to look outside than inside, but I can’t stress enough that if you have a problem recruiting and retaining, the answer rarely lies in a tool that will either generate more applications or spread the message wider no matter how intrinsically intelligent it does that (whatever that means).

I’ve no axe to grind here,  it’s not the battle of the developer and the artist – of which I’m neither. I’m the type of person who tries to look for the root of a problem rather than get overexcited by the next technology ‘revolution’.

The answer to all of this? Not sure what the solution is but a return to basics won’t go amiss (looking at how you treat candidates, not double page spreads in the nationals). I suppose there will always be a new thing to get more candidates but often these things will either go on to be another LinkedIn or burn out and die.

Whilst on the subject of looking inside, it’s well discussed that the ad agency model isn’t perfect either. We all have to develop end to end relationships with clients that add value in advising on what they should and shouldn’t be doing. There’s always room to improve no matter where or what industry you work in.

Now where’s that link to the free candidate retina search tool I was being told about…