The Virtual Generation of Recruiting

Baby boomers are leaders and a generation of risk takers.  They were never afraid to put it all on the line for the greater good.  The boomers didn’t grow up having actionable data to rely on like we do.   Putting the puzzle piece together was more challenging but they did the best that they could with the insights that were available. It takes time to develop winning mechanics.

My generation (Generation Y, Echo-boomers) has turned into a generation of followers.  We are a group that is politically correct and don’t want to stand out in the crowd.  Think about Facebook.  How many followers do you have on Facebook, Twitter, Instagram?  Does it tickle your fancy when you get a new follower?  We are selfless.  We have a heart.  We care but we lack the driving force in guiding the direction for our industry.

 

Now, Millennials, they are something special.

The Millenial Generation is the new and improved version of the boomers and they are destined to create greatness in the American business landscape.  A generation of empowerment that is inspired to use mature tools and technology to make life easier, automate, and achieve greatness at half the cost and half the effort.  Our entire business community needs to invest in this generation and provide them with specialized programs that help them decide what micro service architecture works best for life’s design.  Get out of their way.  They were raised differently and think differently.  Let them decide how to put the puzzle piece together.  They won’t fail you.  Thanks to the inter-connectedness of data, technology, and people architecture – everything is changing….fast!

They say HR is dying but it doesn’t even matter.  Nor does it matter what generation you previously identified with because everyone has access in the virtual generation.

 

Now, Millennials, they are something special.
In my opinion, they are the new boomers and they are destined to create greatness in the American business landscape.  A generation of empowerment that is inspired to use mature tools and technology to make life easier, automate, and achieve greatness at half the cost and half the effort.  Our entire business community needs to invest in this generation and provide them with specialized programs that help them decide what micro service architecture works best for life’s design.  Get out of their way.  They are better than you.  They were raised differently.  They think differently.  Let them decide how to put the puzzle piece together.  They won’t fail you.
Thanks to the inter-connectedness of data, technology, and people architecture – everything is changing….fast!  They say HR is dying but it doesn’t even matter.  Nor does it matter what generation you previously identified with because everyone has a golden ticket into the virtual generation.

 

I propose a new way to work.  A better way.  A specialized way.
The virtual generation is here and we see this in proven marketplace technology, mobile apps, and the empowered desire for professionals to decide what, where, and how they can add value to the community they work in.

 

My community is committed to empowering this new, virtual generation into a new way of thinking about talent acquisition.
The sourcing, recruiting, and HR community is growing up and we believe that SourcingTalent.Cloud is the catalyst to make this revolution a reality.  Don’t take my word for it, empower yourself to examine and research our effort. Talk about it with your peers.  We encourage you to do the following:
1) Learn more bout SourcingTalent.Cloud at the product information site.
2) Stay relevant in recruiting and join Recruiting Innovators Slack Community.  It is the biggest recruiting slack community in the world.  Get invited here or here.
3) After you request an invite, enter the communities: Slack | Facebook Link
See you soon.
James

ABOUT THE AUTHOR:

 

James Chmielinski is a second generation recruiting veteran, former athlete, and founder of Veruca.io, the first ever recruiting innovations lab.  His company is built from two generations of sales and recruiting experience resting on the backbone of post-millennial technology.  An industry-leading, hub-spot for consulting, technology, and recruiting process design.  Veruca.io aims to make life easier for professional sourcing and recruiting teams.  Mr. Chmielinski’s inaugural software attracted 178 active users in 114 cities from 17 countries.

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Are you effectively managing performance in your recruiting team?

Unless you’ve worked for a $100M talent acquisition performance management program in the heart of San Francisco, you may not know how to streamline recruiting agency performance in a programmatic fashion.  Newer companies don’t measure agency performance on anything but a case by “hire” case, neglecting performance data that identifies strength in partnership and reliability. Benchmarking optimizes cost, speed, quality, and of course, performance.

 

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WHAT DOES HIRING PERFORMANCE MEAN TO YOU?

Imagine a system where you reward your top performing partners, accelerate hiring which increases agency engagement levels because agencies know they can get more hires.  Higher levels of activity create more placement opportunities simultaneously while reducing average cost of fees, guaranteeing progress.

 

AGENCY MANAGEMENT PROGRAM STRUCTURE

Managing a program for your agencies will require weekly collaboration between your program manager and agency contacts who will love every minute of it. A healthy agency management program can look like this:

Primary Tier (top performing agencies) They get first dibs + on new orders….after 2 weeks, you release the job orders to a backup, 2nd Tier

Backup Tier (agencies who are average performers) If you have specialty roles and positions only certain vendors can work on

Niche Tier (design a custom release job release schedule)

…niche agencies might be primary or backup while remaining in the Niche tier.

 

COMMUNICATION PLAN

Weekly Reporting (host a web or phone conference with agency reps)

Is an agency recruiting program right for your company?

  • Do you want to reduce your time to fill from 90 days per role to 30 days?
  • Can you analyze performance trends with each of your agencies?
  • Who is your top performer? Worst performer? Who attempts the most?
  • How much impact do each of these key performance indicators have on your company hiring?
  • Do you understand how measuring performance for your recruitment partners will help you?
  • If you don’t know the answers to the above questions, for every single agency and at a granular level, you probably are failing as a recruiting manager. 

 

Rest assured, it will get easier to manage with new technology.  Click here for more information.

 

ABOUT THE AUTHOR:

James Chmielinski is a second generation recruiting veteran, former athlete, and founder of Veruca.io, the first ever recruiting innovations lab.  His company is built from two generations of sales and recruiting experience resting on the backbone of post-millennial technology.  An industry-leading, hub-spot for consulting, technology, and recruiting process design.  Veruca.io aims to make life easier for professional sourcing and recruiting teams.  Mr. Chmielinski’s inaugural software attracted 178 active users in 114 cities from 17 countries.