As we’re all going through plenty of turmoil at the moment I thought it would be a great idea to take a fresh look at the process of recruiting.  More specifically let’s look at job advertising:

Why do companies advertise jobs?

• To attract the best people?
• To facilitate revenue growth?
• To cope with peaks in their workload?
• To generate awareness of their company?
• To phish for people’s CVs?

Maybe I’m cynical about this but surely sticking a job post on a job board is not going to attract the best people.  What it will do in the main is attract people that are either out of work, or just about to be out of work.  It will however increase recruitment agencies’ list of names to search for next time a similar vacancy comes up!

For service industries where a high percentage of contractors are employed, advertising jobs to bring more bodies on-board is a good idea especially for the directors of the company involved.

Advertising jobs to bring in new people to help smooth out peaks in workload seems like a sound practice but this depends on how many and how quickly they are brought in.  Large scale recruitment like this can lead to the “Emperor’s new clothes” style of project where everyone is doing nothing but everything is fine (according to senior management).  Call this the consultancy approach if you will.

Advertising fictitious jobs is a cheap method (in more ways than one) of raising the awareness of your company’s brand.

A very common ruse used by recruitment agencies is to “phish” for peoples CVs by advertising non-existent jobs.  People by the very secrecy of the process don’t get to know the name of the company supposedly with a vacancy to fill.  It’s cheaper than paying job board rates for searching a CV database and a useful hook (no pun intended) to attempt to get leads from unsuspecting people.

In the words of my business partner, the whole recruitment process is “so bad it’s not even wrong!” 

Maybe, just maybe, this whole thing is the wrong way up.  To be continued…..

I spotted an article by Peter Weddle, CEO of Weddles.com where he uses the much touted Googlized/O’Reilly term of “Cloud Computing” and attempts to put a different spin on traditional recruitment. Unfortunately the vision he presents falls short of the mark in terms of a utopian recruitment cloud.

Let’s re-visit where “Cloud Computing” comes from.

Think of the heady days where the IBM mainframe was king and dumb terminals accessing locked down applications were all users could hope for. Sure enough, the rebellion against centralised control came with the personal computer. What goes around comes around and “Cloud Computing” now makes things surprisingly centralised again but this time it’s a lot more accessible and the choice of applications will be vast. Power to the user! Let’s take a look back at the recruitment industry.

What we have is 1001 generic job boards and 1001 specific job boards competing for the same thing - prospective candidates’ personal data. Job boards are building their own islands of data around which they put up their credit card barriers. They make their profit from recruiters wishing to advertise job vacancies on one hand and employers/agencies accessing their CV databases on the other as well as the usual plethora of site ads. What about the recruitment agencies? How do they fit into this picture? Well they don’t want to pay money to the Job Boards to get peoples’ data so they’re all building their own data islands too by essentially cold calling people and extracting information about other prospective candidates and storing this information for themselves. Hardly efficient, but when everyone wants a slice of the employer’s pie (fixed fee or percentage) then who can blame them? Let’s apply the vision of “Cloud Computing” back to the recruitment industry and define what “Cloud Recruiting” should be from an employer’s point of view.

• We want access to a vast pool of resources
• We want to find people quickly
• We want to know if they have the right skills
• We want to see when they’re available
• We want information about how good they are
• And MOST of all
• We want all of this to be FREE!

Curiously the same “wants” are identical for agencies but it’s not surprising as they are acting as a specialised, out-sourced HR department. For people seeking work (or wondering what opportunities are out there), there are a different set of values.

• We want to publicise ourselves
• We want to control the information people see
• We want to control how people interact with us
• We want to share our ideas with our peers
• We want all of this to be FREE!

We need to flip this whole thing on its head and give the power to the users…well they own the data!

Just as “Cloud Computing” is applications on tap, “Cloud Recruiting” should be a pipeline of people. The recruitment industry now needs to get its head up in the clouds rather than sticking it firmly in the sand.