The Future of Recruiting 3.0 is Cultural Understanding

Ron Thomas at StrategyFocusedHR, recently wrote about “Recruiting 3.0” – the next level of recruiting based on making meaningful connections. Meaning, hire based on whether the candidate connects with your business strategy.

What happens is that a requisition for a request for candidacy goes out to the world asking that candidates create a short movie of how they fit within your culture or strategy:

Tell us your story.

Yup, you guessed it – UGC (user generated content).

I love the idea, but I also see some very potential gaps and pitfalls of this approach:

  1. Candidates can game it – Great communicators can ‘position themselves’ to the role. We all know this from firsthand experience, meeting people who seem to “fit the bill” but who have jockeyed themselves for the role or talked it up.
  2. Candidates can look great – Just because they look ‘professional’ or look like the ‘role’ doesn’t mean they’ll actually be a good fit. This is a natural consequence and gamble when using user generated content; it’s user generated!
  3. Candidates can leverage popularity/social – If they are popular, they’re a great fit… right? We all know this isn’t the case but “social proof” can look pretty convincing on paper. If 100,000 people “like” this person then he’s got to be pretty decent, right?

These are just some of the challenges that I see with Ron’s Recruiting 3.0 model. I’m not saying that it’s necessarily a bad model but I believe it to be incomplete.

Nothing beats a robust interview and vetting process and certainly UGC can help!

Can they produce value and truly fit?

I greatly value the soft skills that a video interview can provide to a recruiter. It helps start a conversation and context around the candidate. But, I care far more about whether the candidate is a true culture match and can be valuable and productive on day one.
Video interviews are a great start but they’ll NEVER tell you whether a candidate will last more than 3 months in your unique culture. That takes time to understand.
Video interviews can short-cut the interview process, granted… But is this what you really want to do? The more dilligence you do on a candidate the better idea you’ll have about their potential success. It’s worth it to really know whether your candidate is the right fit.
Asking them “Will you be a good fit for our company?” is like asking them: “Hey, please don’t tell me anything that will make me think you’re not a good candidate… please make sure you look good for me.” – Yep. You get where I’m going here.
Ron closes with the fact that HR department of the future will require organizations to focus on:
  • Attracting and retaining talent
  • Strategic Recruiting
  • Increasing value
  • Organizational culture
  • Organizational capabilities
  • Leadership development
  • Change management
He’s right on these points for sure as these are things HR departments of the future need to focus on. It’s going to be a long road. It’s tons of work. Video is a right step in the right direction but we all know that in and of itself it won’t be nearly enough – you’ll need the right tools to get the right person for the job so you can get the job done.
[via TLNT]

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