Is HR/Recruitment Really Ready For Innovative Candidates

Before I begin this blog post, I want to acknowledge that there are some great HR/Recruitment people out there who are innovative and are leading the way in using new means to successfully attract and connect with talented people. For those of you who fit in this category, please keep thinking outside the square - just because what you do may not be the norm doesn't mean it is bad.

Ok, with that acknowledgment out of the way - Earlier this morning (I started this post Friday morning) I came across this online profile via a tweet from Philip Tusing

I love the information that Jason has put on his web-pages. From his work Jason clearly demonstrates not only his skills/experience but also I love how he relates his experience and shows how it will help an employer and what the value add of having him on your team is.

Looking at Jason's profile makes me think though, is HR/Recruitment in general terms ready to deal with innovative candidates. Sure most Recruiters are online in some form or another, but how many actually have a process that is flexible enough to deal with someone who may not fit into your processes. Is your company's recruitment practice proactive enough to find Jason's web-pages? I am not sure what he is doing in terms of a job search, but if he is not mailing a resume or replying to ads on a Job Board - hopefully Jason comes up on some of the candidate searching you are doing. Once you find this information, would the information Jason provides fit nicely into your Applicant Tracking System or your Database? If not, how much of the intangible information are you losing and potentially not passing on to a Hiring Manager.

I think what has worked in the past will not necessarily work in the future. Candidates want to work somewhere they will be challenged and learn and grow. If your HR/Recruitment team displays processes that take don't necessarily convey this message, this potentially could turn people away who were once interested in your company. For example (and I have to admit I still do some of these things myself), once calling up and having a talk to a candidate a company may say:

1) HR Question: Send me in a copy of your resume - Candidate Reply - you actually already have my resume, the web-page is http://
2) HR Question:Come in for a chat so we can get to know you - Candidate Reply - if this is the basis of a meeting, you already know me and my thoughts by looking at my online links (blog, portfolio, homepage, etc...)

These questions if not handled properly could potentially turn a candidate from being interested in your company to not being interested in your company. It potentially could demonstrate that your company is not social media savvy or maybe give the impression of not really being all that innovative. A candidate may think, if this company isn't able to take information I have provided in the public forum and use it, is it really a company I want to work for?

I think when liaising with candidates a company should utilise the information the person has provided in the public domain. A candidate may inadvertantly give you answers to many of the questions you are seeking on their online presence and save everyone time instead of having to fill out forms or paperwork. If you build this into your conversations with your candidates it becomes a much more individualised service you are providing and really demonstrates to a candidate you are thinking of them as an individual.

Yes I know we need to have processes in place and I am not saying don't work to those processes, but don't let process take away a candidates individuality. Don't let your process inadvertently scare away the top candidates that you may want in your company.

This article was originally posted on David Talamelli's Blog - David's Journal on Tap

Comments:

hi, it's a good question raised by the author, HR is ready to recruit innovative candidate, because like any other department HR also has an important role to be played to achieve their common goal, so in order to getting efficient results HR people now pays more attention to have a good manpower, so that they can recruit innovative candidates and create employment for all kinds of HR Jobs in India, if you also want to be in an HR industry in India you can check some information regarding Jobs in HR on www.shine.com or http://tiny.cc/hrjobs

Posted by Samarjeet Chauhan on June 15, 2010 at 10:03 AM CST #

It is very good question by author because like any other department HR also has an important role to be played to achieve their common goal, so in order to getting efficient results HR people now pays more attention to have a good manpower, ______________________________________ peter

Posted by guest on June 21, 2010 at 09:29 AM CST #

Great post David. I have to say that this has really made me question myself and my approach. I have come across candidates who have done innovative things with their CV's, eg powerpoint etc and yes I am guilty of trying to fit them into my process so that my hiring manager has a 'nice CV' to review...

Posted by Victoria Sorensen on June 22, 2010 at 11:05 AM CST #

Nice post David, and i do feel that as HR/Recruitment, we do need to do alittle home work maybe by checking out the candidate's facebook or something if they wanna get a feel of who the candidate is. As for the question about the resume, i believe that most of the time, the HR/Recruitment is just lazy to search for it, thus request for it to be sent. Not saying everyone, but when this happens, a potentially good candidate might be lost just like that.

Posted by Finance Jobs on August 20, 2010 at 06:46 AM CST #

David, Here is my application for Oracle. http://mikesportfoliosite.com?visit_from=oracle_recruitment_blog I went to http://www.oracle.com/us/corporate/careers/index.html ...clicked on "Career Opportunities" on the left menu and got: -------------------------
Oracle error 1403: java.sql.SQLException: ORA-01403: no data found ORA-06512: at line 1 has been detected in FND_SESSION_MANAGEMENT.CHECK_SESSION. Your session is no longer valid. 
Oracle error 1403: java.sql.SQLException: ORA-01403: no data found ORA-06512: at line 1 has been detected in FND_SESSION_MANAGEMENT.CHECK_SESSION. Your session is no longer valid. 
Servlet error: An exception occurred. The current application deployment descriptors do not allow for including it in this response. Please consult the applica...blahblahblah... ------------------------------------------ So I Googled "Oracle Recruiters" and found the Oracle Corporation Recruitment blog. I thought maybe, if I offered to fix the problem in 30 minutes or less, could I get an Oracle Recruiter to take 30 seconds to look at my portfolio website? I also found your blog post, which, by the way, sums up what I'm looking for... a company that values out-of-the-box why-not type thinkers. Is that innovative enough for you? Thanks, Mike Patrick http://mikesportfoliosite.com?visit_from_oracle_recruitment_blog

Posted by Mike Patrick on December 01, 2010 at 02:17 PM CST #

Thanks for the post Man..It's really gonna help many of us!!!

Posted by samantha22 on May 11, 2011 at 12:06 PM CST #

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Oracle has a dedicated Global Team of Recruiters who are responsible for identifying and bringing talented individuals into Oracle. This Blog gives people an insight into what it is like to work at Oracle and provide an avenue to explore opportunities with us. Initial enquiries can be made to david.talamelli@oracle.com

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