I had the pleasure of being invited to LinkedIn’s Executive summit that coincided with their latest Talent Connect conference in Sydney last week. It was a forum where LI invited 15 Talent Acquisition executives from across APAC and ANZ to get together and share some ideas, talk about challenges and take a sneak peek at LinkedIn’s future road map.
Consistent themes ran through the summit. Pan industry – from banking to mining to retail to insurance to Telcos to the rest – we all shared similar challenges.
At the very centre of most discussions were the challenges faced with becoming a digital employer. Traditional skill sets and job roles and even the traditional ways we sourced them are being thrown up in the air as new and emerging job functions, skill sets and roles are rapidly appearing on our landscapes. In the sales and service industries – how we all do business is rapidly evolving from an in person retail experience to an online on app and soon on possibly wearable environment.
There was general consensus that perhaps the traditional education bodies and tertiary education itself isn’t being able to keep up. Some of these emerging skill sets can be learnt in rapid fire 12 week boot camps for HTML5 developers, or through gaming in front rooms and internet cafes for other new techie geniuses of tomorrow.
So think long and hard about your recruiting and its sustainability. The days of the University “Milk rounds” may be dwindling in some areas. The days of people starting out at base level and earning their stripes may also be a wee bit more tricky for these new and emerging digital natives to tolerate.
We live and work in a highly connected world. Social platforms and communities are the orchestras that we conduct with our employment branding and marketing content. But hey – what an amazing exciting time to be a recruiter!
I can remember in the mid nineteen ninety years when Amazon became popular. At that time a really switched on recruiter I used to work with would mine Java development book reviews. In those early days many reviewers would leave their email addresses – and this little sniffer dog would then contact these people with IT contract opportunities based in the City of London. Ah the days, millennium bug and all that. The days when recruiters needed old mainframe skills to combat the end of the technical world and new web development skills to foster the future.
So what has changed? Well my old mate was an exception rather than a rule in those days. The rest of the teams I worked with were content to post on job boards or trail through their databases (card boxes in the really early days) and sit back and wait. These days if recruiters do that – internal or external – they are going to have a long time between celebratory drinks.
What has changed – global digital connectivity that’s what. Look at LinkedIn with its 300 Million membership. One person joining every second of every day! I was extremely lucky to have taken advice from my same old mate about LinkedIn when it launched. I joined in 2004 and in fact I got a “Special email” from LinkedIn being in the first 1% when they hit 1million members.
The sheer power of LinkedIn and other social channels is phenomenal. Within seconds a half decent recruiter can track down decent potential candidates. The new key to success is engagement with these easily available pools and converting them from passive to active candidates. The new key to success is to think like a marketer and establish your brand with your targets – sometimes over a lengthy period of time.
But perhaps the biggest change I can reflect on – since the Exec summit – is the amassing power of data now available due to the tenure of networks like LinkedIn. This platform has some exciting developments ahead. I wont spoil them all – but will hint to you that LinkedIn will become a recruiter and career pathway “Big Data Big Daddy” in the very near future. Think about the information they now have. They can track 10 years plus of career moves, career profiles, career sources, best career pathways and best educational institutes that lead to career outcomes. In essence we will see LinkedIn become more of a predictive tool using its walloping data warehouse in the cloud to help employers and recruiters and the punters on LinkedIn themselves – the members; to understand, map, predict and determine career moves and pathways.
Like I said – what an exciting time to be a recruiter!!