Easy access to technology combined with the generations of talent that are making up the current and future workforce has fundamentally changed how candidates build trust, select jobs, and make decisions—in that order.
Just look at how we—as consumers in our personal lives—discover new things and make decisions in both speed and path.
Job selection is no different.
If you’re a Talent leader, you have to redesign your strategy to match this behavior. Those are the conversations that you need to be investing in...now.
Most of you are still operating like it’s pre-social media and pre-creator economy days. And as a result, you’re spending your valuable time and money building on top of an outdated model.
Here’s a 1.0 strategy to get you thinking—and hopefully moving in this direction:
Ungate all of the information that’s hidden behind the walls of interviews and “requiring” a human conversation. Create a combination of candidate-facing assets and social content. Distribute them in all the places at the top of the funnel.
This will then unlock the beginnings of a self-guided process that allows a candidate to check their most necessary boxes before opting in/out of a conversation.
The idea that a candidate still has to talk with a recruiter in order to access the most relevant and vitally important information associated with an opportunity is not just antiquated, it’s ridiculous.
It’s in direct opposition to how we buy (and want to buy) in our personal lives.
Most of us can agree that recruiting is in desperate need of modernization. And looking to consumer buying behavior for inspiration is where to start.
If you want off the LinkedIn Recruiter treadmill then you need to be building towards a different future.
Because LinkedIn, like most other tools in this industry, has a vested interest in keeping you tied to the past.