“He’s dead, Jim” is the error message you might see from Google when your computer doesn’t have enough memory to run a tab. It could also be used to describe the resume–and other ineffective and outdated hiring processes in the new era of job seeking.
Talent management in 2015 is still about finding the best candidates with the right skills, experience and personality, but it’s no longer about hiring people who are actively looking for a job.
The brightest and most competent talent–the talent that you need to grow your organization–is already happily employed somewhere else. You no longer have to sort through thousands of resumes. The game has changed.
You now need an intelligent strategy for recruiting the passive candidate. And thanks to social media, there are new avenues with which to locate them, assess their skills and communicate your interest.
We’re All Passive Candidates Now
Sure, you’re happy in your current situation, compensated well and know you’re good at what you do, but if another organization offered you $20,000 more and a chance to do challenging work in a supportive and collaborative environment, would you be interested?
In the SHRM Online article “Recruiters Turn to Niche Social Sites to Find Talent,” writer Dave Zielinski says that “Recruiters are using candidates’ social footprints to find information that supplements or even replaces traditional skill assessment techniques. The information may come in the form of work samples posted in online repositories, responses to peers’ questions on industry-specific forums, blogs, tweets and more. The goal is to use social data to better gauge who’s considered an expert by their peers, to see evidence of candidates’ actual work and to identify people with a passion for their jobs.”
In the article “The Hiring Tool That Could Kill the Resume,” Poachable CEO Tom Leung says that many professionals will find themselves in the quandary that they’re “in a job and like it, but would be open to a great opportunity yet don't want to go and publish their resume on Monster or write on LinkedIn that they are looking for a new job.” He says that “Employers are no longer looking for the ‘8 1/2 by 11, Times Roman, name in bold in the center at the top’ resume.” When it comes to prospective candidates, they want to know “ ’What kind of experience do they have?' or 'What is their current seniority?' and they'll glance at their LinkedIn profile.”
Whether you’re passively waiting for the next great opportunity or if you’re the one actively recruiting passive candidates, it’s clear that this method of finding jobs and placing candidates in the dog-eat-dog world of talent management has taken root and will only grow larger.
Please join @shrmnextchat at 3 p.m. ET on April 15 for #Nextchat with special guest Poachable CEO Tom Leung (@TomL). We’ll chat about the new and aggressively growing world of passive talent matching.
Q1. What do you think is the biggest misconception about passive candidates and passive recruiting?
Q2. Why is the resume dying? Are resumes no longer applicable to the modern job search?
Q3. What are the pros and cons of passive recruiting for the recruiter and HR?
Q4. What are the pros and cons of passive recruiting for the job seeker?
Q5. Do the stigmas associated with passive recruiting still apply in a new era of talent management?
Q6. What key behaviors or traditions will recruiters and HR pros have to change to adapt to the new world of passively finding candidates?
Q7. What can professionals do today to increase their chances of getting noticed online as a “passive candidate”?
Q8. Do you believe the recruiting industry needs to invest more in HR technology focused specifically on the passive job-seeker?