No one likes change, well most of us don’t, but why do we resist a change that is so critical to our survival? I have seen business after business, even whole industries that fail, because they have refused to accept or drive change.
This topic is something that is explored in Peter Sheahan’s book titled Flip. In this book, Sheahan refers to a number of case studies where this resistance to change, in what most thought were untouchable industries, became the reason for their demise.
If there is one thing that you take away from the examples in this book, it’s that companies who refused to change or even have left it too late to do so, don’t survive.
There is no doubt that introduction of the internet has significantly changed our landscape. However, as Nick Dean points out in his post ‘Using social media to redefine recruitment’ it also has it’s drawbacks, and just like job boards, clients eventually come to the realisation that this technology isn’t the answer to all their prayers. The recruitment process still takes time. The ad still has to be written; the ease of submitting an application means there tends to be more irrelevant or inappropriate responses to sort through; and candidate sourcing is just one part of the process.
However, this being said, candidate sourcing is one of the most crucial parts of the recruitment processes and we can’t pretend that the introduction of tools such as seek and LinkedIn haven’t devalued our product service offering.
So what are the smart recruiters doing? As highlighted, by Simon Lewis in his recent post ‘Why we will always need recruitment agencies’, “Building communities around networks such as Twitter, Facebook and LinkedIn takes many months of hard work”. This is an important point, as recruitment is often primarily about timing and speed.
The smart recruiter is embracing these technologies. They have started to develop their own networks and establish an online brand. Essentially what they are doing is ensuring they know how best to utilise these online platforms, in a more efficient and effective manner than their clients. In effect, staying one step ahead in the technology race.
As Isabelle Ratinaud, at Monster.co.uk, was quoted in NoisyPost’s article ‘From social networking to social recruitment’, “There is no threat from social networks. The only threat is that if we did not know how to use it or how to embrace it and that could become a threat”
For the recruiters who simply act as the bridge between the candidate and client, social media platforms such as LinkedIn are a real threat. But for the smart recruiter, it’s just another weapon in their arsenal.
These recruiters have changed their value proposition, by becoming experts in their field. They deliver their candidates and clients insights; and educate them in the time, cost savings and benefits of utilising an agency.
If it makes you feel better even sites like LinkedIn cannot afford to rest on their laurels either. In January this year, the new professional networking site Resu.me launched its version of an online career network, which it claims to be strong competition for LinkedIn.
Change is imminent for all of us, it’s the key to our survival.