“SheSaid,He Said” is a new monthly series on this blog featuring the conversations I have with my friend Robin Schooling on and off-line. Robin and I live in different worlds. robin is a practicing HR professional with Louisiana State Lottery, living in Baton Rouge, USA. Robin and I have great conversations, where she brings the reality of day-to-day HR in Louisiana, where I talk about a connected world, where everyone is on-line and doing cool things. Somewhere in the middle is reality for most people, and I learn every time we speak.
Robin is working hard to bring social, small step by small step to her Louisiana Community. We decided it would be fun and interesting to post the thoughts behind some of our conversations so everyone can join in.
Next year I’m going to be delivering the closing keynote at Louisiana SHRM. During the conference we are going to be running a live “she said,he said” session that everyone can join in. This is the beginning of that conversation. I hope you enjoy it and join in with your own comments. Robin will be featuring the same series on her blog. Her blog is brilliant.Please visit!
I adore the conversations, blog posts, and twitter chats that dive into the topic of recruiting. Although I’ve been toiling plying-my-trade as an HR Generalist for a number of years, I cut my teeth as a recruiter and often find that my first love within the vast scope of HR continues to be in that realm. So over the years I’ve continued to hang out with the recruiting crowd wherever I may find them – blogs, conference, twitter chats – you name it and I’m probably lurking on the sidelines. Luckily, because of this, I continue to come into contact with lots of smart, amazing, and forward-thinking people – those who push the envelope, push the conversations and push the boundaries of possibilities.
The other night I was participating in the weekly #TalentNet chat where the topic was “Recruiting IS Strategic…Or it Can Be.” Good info and conversation with the discussion ranging from how recruiters move from being reactive to proactive and what role does social media and technology play in recruitment strategy. The wrap-up question was: How is the recruitment function evolving, if at all? What does the future of recruiting look like in 5 years? 10?
As expected, folks on the chat weighted in on the merits of the universal candidate profile, mobile recruiting technology and ultimately the ‘death of the resume’ – a topic on which I’ve had my say. And I get it – these smarty pants people from whom I continuously learn are dabbling with new and awesome technology and finding innovative ways to meet the candidates where they are. Quite often though I think this stuff that is talked about works well for either specific industries or for specific types of job seekers – tech dudes/dudettes for example or mid-level professionals who have carefully constructed their LinkedIn profiles.
I hopped up on my soap box once again and pointed out on the twitterz that “Susie who makes $8 per hour as a cashier does-not-have-a-resume let alone an online profile/presence #talentnet.” Comments back and forth with my friend Bill Boorman ensued (you can see his take on the matter below) which led me to ponder, once again, the situation around the “future of recruiting” as I see it down here on the field.
So the next day I conducted an incredibly unscientific poll which entailed sending text messages to a handful of HR colleagues – all of whom regularly hire pink-collar/blue-collar/entry-level candidates in the service, financial and manufacturing industries. I found that based on the position being filled the primary way to apply is to either submit a resume (fax, online, email, snail mail) for professional and higher level clerical positions or to complete a paper application. A few people indicated they “like” to receive resumes but they don’t require them; completion of the Employment Application (paper or via ATS) can suffice.
And like it or not, for many, paper still rules….
• According to an NTIA study from November 2011, “Exploring the Digital Nation: Computer and Internet Use at Home,” only 54% of low-income families in the US (earning less than $25k) have a computer at home and only 43% have broadband internet access at home.
• The Pew Internet and Life Project found that 20% of American adults do not use the internet and 27% of adults living with a disability in the US are less likely than adults without a disability to go online. (Granted, survey results DID find that access has been enhanced through the use of mobile for some, including young adults, minorities and those with lower household incomes).
Thankfully, there are programs right here at home that are working to address the issue, including the Computers for Louisiana Kids program which works to put technology in schools and focuses on the importance of technology for workforce training – and future employment.
We can talk about talent communities all we want. However, when I think about MY community I continue to worry about how we can get the members of it ready for the ‘future of recruiting.’
He Said: (Thats me)
This is an interesting position Robin is taking now. I understand it for now, and it is not dissimilar to the position taken by many HR professionals across the world. They are so busy with the demands of the day, and playing technical catch up to now, that tomorrow is not really a priority. Any change is usually about enhancing what we have always done, rather than trying something new.
Minimum wage, hourly hires are on-line, that is for certain. What I have learnt over the last few years is that the candidates change what channels and technologies they use in their life well ahead of recruiters and HR, who are playing continual catch up. I would question if Robins contacts were really talking about the way they work, which has remained relatively unchanged over the last decade, and what suits their potential candidates. The wheels of HR move incredibly slowly.
Recently I featured the success Pizza Hut are experiencing through social recruiting, this is mostly for minimum wage staff who are applying for multiple positions using social profiles to sign in. the most successful recruiting project I have been involved in was Hard Rock Café in Florence, where the majority of the 120 staff hired, (and the 11,000) applicants were for minimum wage bar, waiting and kitchen staff. All applications were received through Facebook. UPS hired all of their casual staff for Christmas via a combination of a Facebook competition, YouTube and a fan page, again requiring a social sign in. The same applies to Sodexo and other brands, Facebook is the place where minimum wage, hourly employees are most likely to be on-line. I would be confident that “Suzie” would have an account, and the social footprint that goes along with it.
In terms of families with low incomes not having computers at home or access to the internet, this is rapidly changing through mobile technology and government intervention. Within 2 years, I would expect broadband and the internet being seen as a rite rather than a luxury. The Indian government has developed an i-pad type device that retails at less than 2 dollars, which is being introduced in to the education system. I’m sure the US is not going to be far behind. Devices and access are going to become cheaper and cheaper, probably paid for by subscription rather than purchase, and removing the price entry point will accelerate internet access in to the remainder of the population. Marketing, product companies and government departments need people to be on-line. E-books now outsell paper books and are available on demand. Education and learning is going on-line at a rapid rate, reducing the cost of learning, We are moving rapidly to a connected world, where everyone is on-line.
When we talk about the future of recruiting, we need to look at where we think we will be in 1 – 3 years, and not where we are now. We need to make access to employment easy, and that means moving processes on-line and connections in the places where people will be hanging out. Right now that looks like Facebook and mobile for the many “Suzie’s” out there. HR and Recruiting teams need to understand this, and be ready as the candidates move forward rather than playing catch up your community is moving on-line Robin, you need to be waiting.
Hope you enjoyed this. Please read Robins excellent blog to see the comments coming from her community and add your own. It’s going to be a great old school/new kool conversation. We can all learn from that!