I recently read an article in Forbes that was of little real value to the recruiting community.

The article, titled The 9 Hottest Trends in Corporate Recruiting, lists “new” recruiting concepts and ideas, but there’s a problem – most of the “trends” listed have been talked about for years! Not to mention the kinds of ideas that are named MUST be paired with traditional practices and are not enough to effectively drive results on their own!

Here are some of the “trends” mentioned in the article and why they aren’t really trends/how to leverage them:

Corporate Talent Networks (Talent Communities)
The article applauds the use of talent networks, which are essentially forums coordinated by companies to interact directly with interested talent. But talent networks, which have actually been an ongoing source of conversation in recruiting for years, need to prove their worth to be taken seriously.

As the economy improves, will people really have the time for yet another site or community?? And is it worth the time when most people gravitate to more established social tools? I would assume the drop-off rates in these kinds of networks would be through the roof. What’s more, candidates aren’t stupid. The have already realized that talent networks are simply a means to capture names and information.

The point is to encourage authentic, organic interactions with talent – but can you really do this through a glorified chat room? Realistically, recruiters should ALREADY be actively involved with candidates and using more effective reachout methodologies!

Social Sourcing
Really?? Is sourcing candidates over the web really newsworthy? As I said when this was the hottest trend a few years back, it STILL seems that relying heavily on social media as the next silver bullet, just like we did when the job board first came on the scene, could be disastrous for many organizations.

With the ongoing buzz about social media, it’s become easy to forget about building real relationships – simple concepts have gotten lost in translation. How many times has the receiving party of your text or email misinterpreted the tone or intent of your message? It’s difficult to convey feelings through tweets, wall posts, and Inmails.

At least the article does mention that LinkedIn is no longer seen as a competitive advantage because everyone else is using it. Although it can be a wonderful tool for building relationships, LinkedIn has been abused by many a recruiter. The initial purpose of LinkedIn was to open us up to two-way relationships, not a one way database, but it’s become flooded with pushy recruiters and much of it is now an overfished-pond!

A Great Candidate Experience
This “trend” bothered me most of all. Calling the candidate experience a trend makes it sound like it’s a dismissive idea rather than a crucial part of recruiting. The candidate experience should be ingrained in every recruiter no matter WHAT changes come along! Unfortunately, many recruiters today don’t see this as a top priority.

According to a recent survey by Mystery Applicant, almost half (40%) of candidates experience an unacceptable time lapse between initial conversation regarding a position and a follow-up conversation. Over half (52%) of candidates complained they didn’t feel like they were treated as an individual at all.

Too many recruiters today try to avoid relationship building because they “don’t have time” to build and maintain emotional connections with their candidates – in other words, they don’t have time to do their job!

We need to keep in mind that it’s not actually about us as recruiters, it’s about the candidate.

THE BOTTOM LINE: Embrace the best available tools and technologies, not just the newest ones, and leverage them all in order to have true success in recruiting.

What other “trends” in recruiting have you seen that should not be considered trends?


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