So my friend Jim Stroud and I were chatting away about my experience sitting through a presentation by “He who shall go unnamed.” Prior to the ‘presentation” the audience was asked to wiggle limbs and massage the person behind and in front of us. Now, for those who don’t know me, I am not into wiggling my arms left and right because someone tells me to, … unless it’s my wife and depending upon the particular venue. I would be predisposed in favor of a free neck massage however and I didn’t mind that as much. I did however take issue with the rudimentary nature of his spiel on “Passive Talent Acquisition” and I did for the very particular reason that I did not want what we as sourcers do, in both in a strategic and tactical sense, to be in any way associated with the thrust of the speaker’s statements. This wasn’t Advanced Recruiting, nor was it Recruiting 101 …. it was ‘special’ for all the wrong reasons, but I give an A’ for effort …. just getting up on stage takes a lot of guts, let alone trying to be original.
As for me, I tried to get up to leave, but my colleague, Lisa Grinde, (Management Consultant. Staffing at John Laing Homes) said I shouldn’t unless I had a bathroom break to attend to. I took the initiative… So did colleagues at T-Mobile, Starbucks, Yahoo, and AMD (and it didn’t even take my secret bird call, “Caw caw, caw caw!”)
I followed up with the speaker in the hall way and learned that none of the typical advanced passive technologies had a place on the presenter’s utility belt.
What concerned me wasn’t the presentation (God knows I wake up in a wet sweat dreaming about what I would come across like). What concerned me were the questions from the audience, like this gem: “So when you find a passive candidate do you call them or email them?”
We all have our specializations, but certain “how to’s” should come across as basic, it’s what they pay us to do as second nature to our expertise, right?
Another colleague of mine once commented that our circles present on a level that comes across “like stuff out of NASA.” I sat across from a fellow recruiter who said advanced techniques were too complex and she “didn’t have the time” because it was “too complicated.” That’s just laziness was my initial reaction.
Steve Levy and I discussed the issue and he made an excellent observation: perhaps our side of the table isn’t doing it’s job of communicating what we have offer on THEIR terms, and that in our effort to highlight advanced passive sourcing techniques it’s about how effectively we train our colleagues to provide for a more fulfilling and qualitative hiring experience, especially given the prolonged life cycle demands inherent in our pursuits.
The one area of agreement to underline, among many, is that there has to be a desire to learn. We, as bloggers, as evangelists for our respective causes can only do so much. You, the audience of fellow recruitment professionals, have to ask for it and ask for more. Essentially, it’s your career at stake and it’s your client’s ROI.
It seems obvious to desire knowledge, to “up your game,” but too often, the easier road is followed and you can readily observe at the venue of your choice how easy it is to follow those who would lead us towards that road of what has been tried and failed before.
I asked myself, what would Shally do? He would say: “To go nowhere, follow the crowd,”
Search for jobs and careers at JobCentral.