• Competency Toolkit

    Kevin, interesting points you make. I agree that recruiting has a lot to learn from marketing and your proposed formula. A great example is Zappos – it has taken a progressive approach and redesigned its recruiting function to be more engaging. Zappos’ recruiting team now continuously interacts with both active and passive candidates. They have created a site specifically for candidates, rather than using passive recruiting approaches. They say that this approach will help both Zappos and the job seeker, reducing the “black hole” effect when job seekers submit an application that gets added to a virtual database and reduce unqualified candidates.

    Your points that “There should be tools that let potential candidates screen themselves against a variety of job competencies and skills” and “Other aspects of redesign include making job descriptions are better indicators of what the work really is like” speak to a Competency-based talent acquisition approach that could really help refine the ideal recruiting process. The approach would generate an assessment framework to provide the elements needed to create an idea talent / recruiting process. Some companies have excelled in a few areas but most companies have yet to reach a place where their recruitment process is close to ideal.

    Satya – from Competency Toolkit

  • Competency Toolkit

    Kevin, interesting points you make. I agree that recruiting has a lot to learn from marketing and your proposed formula. A great example is Zappos – who has taken a progressive approach and redesigned its recruiting function to be more engaging. Zappos’ recruiting team now continuously interacts with both active and passive candidates. They have created a site specifically for candidates, rather than using passive recruiting approaches. They say that this approach will help both Zappos and the job seeker, reducing the “black hole” effect when job seekers submit an application that gets added to a virtual database and reduce unqualified candidates.

    Your points that “There should be tools that let potential candidates screen themselves against a variety of job competencies and skills” and “Other aspects of redesign include making job descriptions are better indicators of what the work really is like” speak to a Competency-based talent acquisition approach that could really help refine the ideal recruiting process. The approach would generate an assessment framework to provide the elements needed to create an idea talent / recruiting process. Some companies (like Zappos) have excelled in a few areas but most companies have yet to reach a place where their recruitment process is close to ideal.

    Satya – from Competency Toolkit

  • Rajendra

    Too much of a prescription and unnecessary.

  • Diane Rysdale

    candidate engagement through advanced talent community practices is an investment of a company’s time and resources but worth investing in. The old fashioned sit back and wait on the advert response is becoming less and less effective.