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:
- 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.
- 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!
- 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?
- Attracting and retaining talent
- Strategic Recruiting
- Increasing value
- Organizational culture
- Organizational capabilities
- Leadership development
- Change management