Do really talented people spend time on the internet? There is evidence that they do. So if these really smart people are out there leaving an electronic footprint – can you use it to find them when you need them? Can this information be used to find contractors, consultants and your next great new-hire?
Linked In is betting you can
So is Facebook and……
That is the idea behind Social Evidence based recruiting.
Jamey Jeff the co-founder of Remarkable Hire wrote in a blog post entitled What is Social Evidence? How it will change the way you recruit online that there are 3 simple steps to sourcing talent using Social Evidence:
- Find out where the talent you are seeking “hangs out” online.
- Learn how those destinations give you insight into candidates’ level of expertise (the “currency” of Social Evidence)
- Engage appropriately
If it were only that easy.
This concept intersects with the concept of BigData and how big data may help in recruiting. There is more and more information being accumulated from our daily internet traffic. How can we reasonably, legally, economically (and with respect for privacy) go after that data to help aid the process of matching great resources to great jobs?
To solve this puzzle, we as technologists in human resources, have to develop the methods and tools that will allow recruiters and candidates to participate in this process. For it to be really successful, it will have to be a seamless process that allows existing social and professional network activities to be mined. But it will also have to allow for people to actively engage in social media activities that are kept private. Solving this dilemma, and the dilemma of “who owns the data” (a topic for a future blog) is key to really opening up social evidence to everyday recruiting.
There are a number of hurdles to overcome before this is an everyday process; but it is coming.
So will you find your next hire using social evidence? Probably not just yet. But the answer may well be very different 12 months from now and will certainly be radically different 5 years from now.
Hang on – sourcing in the future ain't going to look like Grandma's headhunter.