My undies are still in a bunch over Peter Weddle’s comment that social recruiting is a scam, so I did some poking around on the internet to see what I could learn. Smart people are thinking about the future of recruiting, the use of social media sites, and the effectiveness of job boards.
Normally, this kind of stuff puts me into a coma—but I found an interesting report from my buddies at Arbita. They love this kind of stuff. Here are some statistics from the report (totally out of context, mind you) that stuck out to me. My comments are in blue.
- Nearly four of every 10 survey respondents (39 %) say recruiting metrics and analytics are not a major part of their recruitment marketing strategy. [This is HR/Recruiting 101. Measure it. Learn from it. Do better. Move on to the next challenge.]
- 89% of survey respondents still advertise on job boards, 80% advertise on niche job boards, and nearly half advertise on global job boards — even though the survey shows an increasing dissatisfaction with these sites. [Wow, yet another example of how companies are throwing good money after bad.]
- 78% of respondents do not have an effective strategy for finding candidates on blogs, and 45% do not have an effective strategy for finding candidates using major search engines. [Do these companies know about the internet? It’s a series of pipes and tubes, and I hear it’s gonna catch on.]
I’m just struck by how much money and effort is spent on figuring out how to hire people, and we are no further along in 2009 than we were in 1997 when I had my first job as a recruiter. Companies are still struggling to find the right way to identify and hire talented people in an economy where candidates—both passive & active—are falling all over themselves to find new jobs.
I wonder if the savviest and most successful job seekers are the ones who identify hiring managers using social media sites like LinkedIn. They land the job without posting their resume on an obsolete job board, enduring an interview with a recruiter who doesn’t know anything about Twitter, or navigating their way through a Human Resources department that still uses behavior-based interviewing.
Maybe the future of recruiting is a system where jobs are posted in a thoughtful way and the burden is shifted to the candidate to take the initiative and make contact with the company using simplified tools and procedures.
What do you think? What’s the future of recruiting, and moreover, what’s the role of Human Resources when you think about the future of recruiting?