by Amanda Lewis
We’re now broadening the way we fill our talent pipeline with potential candidates in ways no one could have expected 10 years ago. The newest generation coming into the workforce already has an idea of who they would ideally work for, what type of company and who can “keep up” with them. If they want to learn more about you as a potential employer they can simply Google you or use a variety of online solutions like Facebook, Twitter and LinkedIn to investigate what the employment experience may be like.
That being said, what do we as recruiters need to do to fill our talent pipeline with quality candidates? Let’s start with the definition of a candidate. Traditionally it would be someone who applies for an open position and sends in a resume – Let’s turn that upside down, in this new digital age a candidate could be anyone, even someone who may recognize your name but has limited knowledge about your company– that is until they saw your Facebook page, or your Twitter feed and it seemed so interesting they started to follow it and receive updates and pretty soon they’re getting a taste of your company’s culture, it’s so appealing to them they WANT to work for you.
In order to fulfill this vision, the candidate experience needs to change. That’s why the new recruiter will need to be part marketer, thus, Recruiter 3.0. Relationships will need to be developed and messages pushed across all available channels. Once a quality candidate is successfully in your pipeline these new techniques will also keep them engaged until hopefully a successful hire takes place.
Thinking about how to identify quality candidates? Charles Handler, Ph.D, Owner of Rocket-Hire, LLC and Ben Hawkes, Head of Simulation Development for Kenexa will be talking about the future of candidate assessments with the use of realistic simulations of real-world events.
What about global organizations that need to fill roles with contingent labor? Join Chris Bell, Vice President of International Business Development at Allegis Group Services as he discusses best practices in taking a contingent workforce program global.
If you’re not sure how to get started, in addition to how to identify your critical roles within your organization and your internal and external pipelines we’ll be discussing building a globally-effective employment brand to attract key talent at the third annual HCI Strategy & Workforce Planning Conference on January 11 and 12, 2011, in San Francisco, CA. Please join us for an in-depth look at this topic including best practices.
Finally, once you’ve made successful hires what is your organization doing to manage them? Are you taking advantage of Talent Management Software? If so, we want your opinion on talent management software as part of our latest survey. The survey will require only 15 minutes of your time and will attempt to identify the chief issues and concerns facing senior leaders like you. We’re gathering benchmarking data on average spend on talent management software per employee, end-user abilities to effectively use the software, and more.