• Keith Halperin

    Thank you, Kevin. A thoughtful article.
    IMHO, the development of community relies upon the explicit or implicit assumptions of trust, loyalty, and reciprocity. These have been (and continue to be) sorely lacking in most economic organizations today.

    However, I see two factors which may tend toward the growth of “Corporate Pseudo-Community”, where the organization pretends to care about and take an interest in the group:
    1) A continuing high rate of unemployment/economic uncertainty may create a “New Organization Man” (or Woman), who is willing to sacrifice for the chance of security, if not wealth (as was the case during the Dot.Com Era).
    2) A new cohort of young people who haven’t yet been lied to/misled/had their realistic or unrealistic expectations dashed/”failed to read the fine print”/etc. in a major way. As P. T. Barnum would probably say now: “There’s a cohort of suckers born every generation.”

    Cheers,

    Keith “Thinks Things Can Get Somewhat Better With Hard Work and Occasional Setbacks” Halperin

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  • http://www.ckrinteractive.com/ Kimberly Otsuka

    I love the idea of community. I know as an intern that I do not want to be just another person. I don’t want to be selected because of some statistical facts. I want to be selected because I am who I am. You have to take the time to get to know your employee and their likes/ dislikes. What can your employee give you and what can you give them? Like advertising you have to keep in mind what your customer wants.

    -CKR Interactive Intern
    http://www.ckrinteractive.com

  • http://talent.linkedin.com Rob Humphrey

    Great info for sure. Communities matter, but there literaly are no decent examples in our space. Look at http://www.digitalrecruiter.com for an effort I worked on for 3 years and sold before joining LinkedIn. This community of talent is not large, about 10,000 members–but the level of engagement is strong.

  • http://www.techtrak.com Maureen Sharib

    Rob, I think of ERE as a decent, successful community in our space.

  • http://talent.linkedin.com Rob Humphrey

    @Maureen agreed, but I was thinking about talent comminity

  • Andy Livingston

    Thanks Kevin, as ever a great article.

    I’m currently looking to make the jump from having no talent pools to creating talent communities. I would be keen to see or hearing about what success looks like and any pitfalls of moving to this approach (apart from just inherent cultural challenges!).

    Looking forward to the follow up article.

  • http://www.techtrak.com Maureen Sharib

    ERE could be viewed as a talent community.
    At least, that’s how I viewed it when I first came in.
    http://tinyurl.com/233w7xl

  • K.C. Donovan

    Kevin – you have championed the Talent Community concept for quite a while and this terrific article continues that effort, and I am always intrigued by your thoughts on the subject.

    For the past 8 years my firm has provided Talent Community (TC) services for clients where we manage the Community for our clients by providing a consistent flow of information about what makes the client company tick and what their workforce and management is like. We have been the conduit to personal interactions and meetings between the Community and the client’s staff.

    Finally with the advent of the Social Web, in late 2008 we began to change our process to take advantage of the new realities. This month, after a long process of change, we are launching an entire new set of services that make use of our past TC experience and online capabilities. Similar to the Deloitte experience, our program will also unfold over time as it is extremely important to let the TC members (both client employees and those we are attracting to their TC) show what THEY want to glean from their Community. Being flexible and in tune with the TC is the key.

    One thing I can share from past experience is that the participation numbers that some are expecting from a TC is way too high. The perception from Linked In or Facebook with their millions is that a company TC should also be huge. This is absolutely the wrong perception for a well functioning company specific TC. Facebook Fan pages and Linked In groups are great as marketing vehicles and their numbers can be large, but the engagement is typically extremely low and random (don’t confuse a contest for a free IPad for example as the type of interaction that you need to build a successful TC…). A TC with scores of participants – not thousands – that are from functional and regional areas that the company needs to improve their business is much more valuable.

    As an industry, we are still evolving the Talent Community concept. A company that realizes this as a willing partner and is fully engaged in sharing their story in an open and enthusiastic manner will be able to make the most of their TC efforts and will lead the way to a better Talent Management and Acquisition process.

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  • alex charles

    The comparisson is not that sinple any more Talent Pool vs Community. All of the Talent Pool solutions or databases will link to online profiles and synchronise with user consent. This means the talent pool or database IS up-to-date. Surely the combination of Talent Pool and online Profiles is the answer with very targetted relationships and communication being formed and taking place over the Talent Pool. The best of both and far more targetted than jumnping on a broad professional network ?

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