I’ve had some great exchanges with my new colleague Gautam in India recently, one of which sparked off by an article he produced discussing talent communities. I wanted to share some of this.
Gautam’s starting point was a Venn diagram, showing two groups of potential candidates – those who have the skills to work for your company and those who are interested in working for your company. The overlap of both gives you a great recruiting hotspot.
However, we’re interested specifically in what can happen if we bring a third group into play – existing employees. Most referral programmes try to use existing employees to bring in new candidates with the right skills – so the overlay we see here gives us two recruiting hotspots, not just one – by using existing employees to create an interest in working for your company where previously, there was none.
Let’s go a step further though, and look again at that first group. They’re interested in you. That’s huge. I can’t count how many times I’ve heard the phrase “hire for attitude, train for skills”. This is where we see huge potential. If we can help companies leverage the skills of current employees and maybe some of their existing training material (and don’t tell me all of its commercially sensitive – I’ll buy that argument for maybe a third of what companies have, but not the whole amount!) then maybe we can create three recruiting hotspots.
This gives you an indication of what we’re building at BraveNewTalent. If you want the concept pitch or the tech demo, do get in touch. If you want to read more about this kind of thinking, I’d strongly suggest exploring Gautam’s blog!