#TalentAttraction #Tuesday WILL TALENT ACQUISITION FIX ITSELF? NOT LIKELY
“Sometimes I see things differently…” is my tagline when I write Guest Columns for Newspapers. Being a lefty in a righthander world, you learn to find new ways to adapt and create new solutions. Are you righthanded? If so, have you ever tried to open a can with a lefthanded manual can opener? Now you understand.
As an expert Talent Attraction Consultant with 40+ years of Recruiting experience, I have watched in amazement as companies insist on using the same talent acquisition tactics while their managers complain about the quality of candidates.
Unfortunately, understanding human nature, this practice makes sense. The people following “normal” talent acquisition practices do not know any better and are afraid to try a new tack. They will follow their current practice and try to use technology to solve their recruiting problems. They feel that they do not have “enough time” to try a new solution.
How Do Tech Companies Succeed With Their Customer Experience?
Short answer. They do not care about their clients’ Customer Experience. Sure, they throw YouTube videos at customers and expect their “one size fits all” solution is sufficient. It may be helpful sometimes. What happens when the barriers to speaking with a customer service manager are so great that it is impossible to inform a company they were probably hacked? I sent a Direct Message on Twitter to a company that you know and received a call supposedly from them with this caller ID – 123-456-7890. Are you going to have a discussion with someone about credit card fraud with that caller ID? Not in this Phishing age.
Sadly, Human Resource departments hide behind this type of technology with their Talent Acquisition technology. No one checks the company’s candidate experience.
How Do Successful Candidates Find Jobs?
From the beginning of the Pandemic on March 15, 2020 to December 31, 2020, I coached 32 professionals to identify target companies with targeted positions, interview with the hiring managers, and accept offers. Eleven of those professionals received increases in compensation during a time when most companies were not hiring. I coached them to avoid Human Resources at all costs, and network their way into the companies by being introduced to the hiring manager directly.
Do You Know What Most Of Those Professionals Said About Their Search?
They learned that when they saw that a company required a professional to complete an application prior to submitting a resume, they were wasting their time by applying. Companies’ technology processes were driving successful professionals away from them!
May I suggest that Executives take the time to test their company’s Candidate Experience? Is your company driving Top Talent away?
Embrace Talent Attraction!
Isn’t it preferable to ATTRACT the best Talent than to drive them away? Instead of using the Technology’s terrible Customer Experience model to drive the best candidates to enlightened companies – and away from your hiring managers, make it easy for them to speak with you. I know, what a concept!
As an expert recruiter, it is easy for me to spot the top managers in a company. They are the problem solvers. Do they create a short list of potential talented candidates to contact when they are growing their team? Absolutely! They nicely communicate with those professionals regularly and inform them that they will call when they have an appropriate opening for the candidate.
Would you like to know a Talent Attraction secret? When you make the Talent Attraction Process easy for Top Talent to meet managers, your company will attract more Top Talented professionals because the best people prefer to be surrounded by other talented professionals. Look at the NASA team that landed men on the moon. Using slide rules and computers that were less powerful than our smartphones, they landed men on the moon. More impressively, they brought them back home. While creating that Amazing team, did they use technology to screen out the best candidates? No. Many were recruited by their friends.
Talent Attraction Requires a Different Mindset
Recently, I wrote one of my guest columns for a ski resort town that has experienced recruiting challenges for seasonal employees. These challenges are common throughout the industry, especially in the Mountain West. What are they doing differently than their competition? Nothing. Several of those resort companies drive experienced seasonal workers, who do not need their jobs, away with an Intellectual Property clause where they may take away the Intellectual Property of their seasonal employees. Let’s face it. How many seasonal workers have Intellectual Property? Probably very few. If that clause drives away experienced talent, isn’t it silly to include it in Onboarding for those positions?
Human Resources provides important functions for every company – Benefits Administration, Compensation Compliance, Culture Administration, Employee Relations Compliance, Training Administration, HR Technology Administration. These functions are all important Administrative/Compliance functions. Talent Acquisition mirrors the SALES Process perfectly. When was the FIRST Time that you saw an Administrative/Compliance Officer lead a company in Sales? Never.
Operations are where the recruiting pain is felt. My Disrupt HR speech is titled “Delete Recruiting From HR!”. My suggestion is to reorganize Talent Acquisition into Operations and transform Recruiting into Talent Attraction.
#1 Google Ranked “Talent Attraction Consultant”
With 40+ years of Expert Professional Talent Attraction Consultant experience mingled with 26+ years of Expert Career Coaching Experience, Bill is uniquely qualified to Speak, Author, and Consult on Talent Attraction, Career Search, and Proper Goal Setting.
If your company would like to chat with me about my Talent Attraction Consultant expertise, you may explore my website, RecruiterGuy – Bill Humbert Talent-Attraction Contract-Consultant or reach out for time on my calendar Contact – RecruiterGuy. I am looking forward to our conversation!
Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.
Bill@RecruiterGuy.com 435-714-4425
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