Why differentiate yourself as a recruiter
As I was going through the slideshare presentation titled “Start-up of You” by Reid Hoffman, slide 21 really made me stop and think for a moment as it provided only two options: differentiate or die.
If you think about it, it’s so relevant to you as a recruiter or a recruiting leader who is trying to win the war on talent for hard-to-fill positions. In the process of winning this war, you can either differentiate yourself & win or die in the battle. The choice is yours.
This particular war on talent is won every day by a very few recruiters who know and have mastered over time how to harness the power of key Social Media platforms including Linkedin, Facebook, Twitter, and Google Plus to source top talent within 48 hours.
But the vast majority of recruiters and recruiting leaders (97%) still think they can get away without investing time and money into learning how to actually do social recruiting to get an ROI in just 6 months. Is that you?
No worries, we’ve all been there. It’s not your fault.
Now what’s at stake here?
“For many people twenty years of experience is really one year of experience repeated twenty times”. - Andy Hargadon
In other words, if you’re just doing recruiting or filling jobs with active candidates for twenty years, you’re highly replaceable by your company. Sorry to break this to you but ask yourself sincerely, “can anyone do my job?”
If your answer is “yes”, then you’re at the mercy of your employer. How does it feel? Not good, right?
The good news is you can change that starting this week. Differentiate yourself or die.
Build something from the ground up in the space of social recruiting to source passive candidates so your employer may value you more, give you more opportunities and treat you differently.
Pick one social media platform and become an expert in it to differentiate yourself from every other recruiter in the industry who’s just recruiting active candidates through applicant tracking systems.