Recruitment

How Recruitment has Changed and How it Affects You.

At Chorus Executive we are often asked how recruitment has changed, or if it is still the same as it has always been. Our answer to this is yes and no. In the world of talent management, everything has changed yet nothing has changed.

The fundamentals are the same – understand what an employer or organisation needs, understand the skills, experience and motivations of a job seeker and match the two together.  Technology has, and will continue to have an impact on how we find and connect with talented people and how those same talented people find their dream jobs and dream managers.  In days gone by it was via expensive print advertising, now we use expensive internet advertising!!!

Historically, a lot of recruiting has been done by word of mouth, recommendations and who you know. You – the employer – remained relatively unknown to potential employees, until the interview stage.  Jump ahead to 2016, where by the time you interview a candidate they will have already made a decision as to whether you are an employer of choice and even more specifically, whether managers are managers of choice. Rest assured, top talent will leave no stone unturned to glean more information about a company and its’ leadership team.

As the industry continues to evolve there is one change that has and will continue to have a massive impact on everyone involved in the recruitment process; the visibility of your online profile. You may not have invested in building your personal brand or your company’s leadership brand but it is out there, visible and everyone’s a critic.  We frequently hear the comment, “it is not about me, it is about the company”. The reality is that the managers and leaders within the business are “the business”. The number one reason talented people come to and leave organisations is still the manager.

As an employer, your digital footprint is viewed by potential employees to see if you are the kind of person they would like to work with, future business partners decide whether you are worthy of doing business with or investing in and last but not least, your peers and colleagues determine whether or not you are an expert in your field.

A study conducted by LinkedIn found that candidates are twice as likely to respond to a recruiter who is representing a strong employer brand. Another study by Glassdoor.com.au found that 69% of job seekers would not accept a role with a company that had a bad reputation, even if they were unemployed. They also discovered that 84% of people would consider leaving their current job if offered a role with a company that had a positive reputation.
 
In the war for top talent these statistics emphasise just how important your leadership brand is. There is still great importance and weight carried by first impressions, however these first impressions now take place online, without you even realising. When you do finally meet a potential hire face to face, they will have at least looked at your LinkedIn profile, your company website and quite possibly online reviews from former employees, customers and stakeholders.  It is imperative that you remember this, and that this person will know more about you and your company than you might think.
 
The weight that the online presence of a business and its’ leadership team now carries, inspired Chorus Executive to launch our Leadership Branding service. This service allows us to cater to the growing needs of our clients and guarantee they are making a strong and positive first impression. Contact us for more information on our Leadership Branding service.

The Rising Trend of Video Interviewing

Video Interviewing has been around for a few years now, however it has become a more popular trend recently among recruiters and HR.

There are obvious benefits: candidates are given the chance to present themselves authentically without hiding behind a typed CV and cover letter, whilst hiring managers can get a better read on a candidate’s personality.  Also, this format allows Hiring Managers to minimise the amount of time it takes to shortlist and select candidates for interview. 

But there are pitfalls to consider.

Video Interviewing can open up issues of discrimination. What if a job seeker is skilled, experienced, qualified and a great culture fit for an organisation, but just doesn’t present well when being filmed? This actually represents a large portion of the population!  And whilst you may say that a sales person should be assessed on the way they present and pitch themselves, this is not a reasonable pre-requisite for many other non-client facing roles.

On the flip side, what if a charismatic candidate happens to perform well in front of a camera, but doesn’t actually have the skill or the will to get the job done effectively?  Charisma, while a great asset for some roles, can be deceiving.

Also, are you putting a further obstacle in the way of great talent applying for your role? We all know that passive talent are happily engaged in their work, so it takes something special for them to make a move. Many talented people might reconsider moving if there are too many hoops to jump through. 

While the Equal Employment Opportunity Commission has found that video interviews do not break any discrimination laws, their ruling comes with a big disclaimer: video interviews don’t discriminate, but people do.  So, like any tool of candidate assessment, there needs to be formal training in place for the hiring manager or recruitment professional to ensure they are not letting personal bias get in the way of the recruitment process.

The Death of the Resume... Is Nowhere In Sight

 I’ve seen so many articles preaching about the death of the resume, the end of the formal selling document, how LinkedIn has rendered the CV redundant. 

This is simply not true and hiring managers who think it is will be doing their company a disservice. Let me explain why…