Human Connections

Say What?

Meaning: The models by which a being parses its existence.

Bijoy Goswami

Face it: the recruiting industry continues to become increasingly annoying and disconnected. Recruiters are sifting through digital paper, having a short conversation, and selling everyone on why the candidate is a match. Furthermore, technologies have sapped vitality and created irritating obstacles to any sort of human exchange. The entire experience is in dire need of a makeover. Recruiting is dead.

Building great teams and a healthy process for accommodating talent into your organization begins with 3 key factors: 

  • Understanding the difference between evangelizing a job and fostering relationships – relationships being the key element.
  • A carefully developed and executed communication framework.
  • Care and feedback, both qualitative and quantitative. 
    These are basic building blocks, each empowered with models and methods that fortify and bolster each factor. 

These are basic building blocks, each empowered with models and methods that fortify and bolster each factor.

When recruiters evangelize a job, it’s a sale. However, people are numb to sales approaches. We all know utopias don’t exist and promoting the best attributes of a job diminishes the organizational mission. Sales messages don’t travel far in the networks you seek to tap. 

Leverage the power of networks.

Without cheesy tactics.

Think about it this way: you go to a party, you bump into someone you’ve never met – over the course of the conversation you learn about this person’s professional passions. Then you say, “You know, you need to speak to Janet who works at XYZ company. I think you would really resonate with what they have going on. Now, I’m not sure about a few of the things you said, but it’s certainly worth an exploratory conversation.” If that person says “yes”, an internal set of motives flip on and curiosity sets in.

Communication is paramount.

Finding people who first: have a set of interests and passions they are curious about evolving, and second: they can see how those passions and interests can be channelled and put to use in service to a larger mission. That person might see how they can learn, grow, and plug their heart and soul into stewarding your organization on its journey. Your communication framework needs to be carefully understood and mapped to effectively tap and leverage the power of the networks you seek to infiltrate.

Execution is a commodity without care.

For most companies, Talent Acquisition is not a core revenue generating function. It supports and feeds the core function of your business, but it is an ancillary service; these functions often lack economic tensions of sustainability, and therefore struggle to innovate. Recruiters often move from company to company like migrant workers, never working through difficult business problems with the organization. Oftentimes, hiring a recruiter with 10 years of experience, you get one year of experience ten times.

Execution requires robust systems.

Execution requires robust systems, ongoing competency development, a set of rituals, and meaningful interactions that have an increasing value to the organization. A well-defined process equipped with the right tools and methodologies empowers people working in that system to have better interactions. Only then will the data, responsibilities, and the business models itself, sing with qualitatively better tones.

Build. Great. Teams.