Boring ads, big buck job boards, black hole ATS bursting at the seams due to too many barely qualified applicants… Good riddance!
But wait. You work for a regular company, with a regular culture, full of regular hiring managers, and only a regular amount of public awareness of who you are and what you do.
More importantly, you don’t have a team of quirky crooters on stand-by, tracking twitter streams or eye-ballin’ instagram all day long.
Somehow ditching job postings and conversing with a community in order to build relationships doesn’t sound like the most expeditious method of filling that growing stack of requisitions on your desk, does it?
Maybe you aren’t ready for THAT drastic or dramatic recruiting revolution, but you can take steps to fix the broken or neglected stuff.
Job postings aren’t the enemy, though they do present an area where revitalizing “regular” wouldn’t hurt. Freeing yourself from the bondage of bland postings and instead marketing your openings like opportunities could be just the right makeover for the regular to become ravishing. After all, a well written (compelling, enticing, appealing) job posting serves to attract the right type of applicant and may even deter those that would fit better elsewhere.
All that buzz and hoopla sure makes talent communities sound like an exciting source of candidates. So take a look. Maybe you already have one, but it has a regular name like database, ATS, or network. If not, there’s always that trusty telephone or email system as a conversation starter.
Now for the touchy-feely stuff...
I know, I know… you have a regular recruiting goal of putting butts in seats, on time, and on budget. Newfangled fads are not your thing.
You have no room for relationships… No hankering for hashtag chats… No vision for viewing video cover letters… And, absolutely-positively no interest in prospects’ Pinterest passions.
No problem! How about this regular idea: treat people right, right from the start, so they want to join and stay at your company - no matter how sexy that shoe company looks.
You don’t need to revolutionize recruiting by chasing fancy new tools or trendy techniques. Keep it simple, silly…
Take what works and make it work better. Then try not to scuff your heals while kicking the rest to the curb.