In the meantime a little tease for you…

[slideshare id=121711&doc=antisocial-networking3375&w=425]

You can contact Don directly…

Arbita
12 South 6th Street, Suite 730
Minneapolis, MN 55402-1508
(612) 278-0000
dramer(at)arbita.net

…or connect with him on LinkedIn, and bookmark his exemplary blog: The Art of War for Talent

Posted by: Amitai Givertz

And very few people have the needed appreciation for life on both sides of the recruiting fence to lead a track on a tricky subject that many recruiters and organizations routinely reject as bad behavior but which is invariably institutionalized in their recruiting process and practice.

Yep. It’s antisocial networking and its endemic, crippling performance and demoralizing potential hires. It is one of the root causes of high turnover and wage inflation.

For recruiters on the frontlines antisocial networking — most often in the form of slow response to canddiate needs [email, voicemail, status follow-up and so on], unclear communication, antipathy and so on — means compromising personal potential and professional standards.

Antisocial newtorking prolongs fill-times and increases cost-per-hire. It also limits the number of candidate referrals and network development. It perpetuates a negative perception of the organization and our recruiting profession in general. All round, it hurts.

Get this: Many employers spend small – and sometimes huge – fortunes on their employer branding, recruiting systems and selection processes. At each step – from job postings and website design to applicant tracking, candidate screening, assessment and selection — creating a positive candidate experience should be one of the constants.

When asked “Why is creating a good candidate experience is important?” the majority will answer with something that falls in one of the branding, engagement and/or retention buckets. And in most cases they’re 95% right.

Unfortunately, the missing 5% is the sinker that can take your organization from being a employer of choice powerhouse to a frustrated loser in the competition for good applicants, paying a premium for mediocre hires.

The missing 5% is that part of the candidate experience that recognizes that we are working with people who have human needs, real needs that must be met if we are to create truly inspired workplaces. Its that missing link that bridges the divide between process, protocol and pleasing.

Don will help you uncover the less obvious kinks in your social networking – system-wide breakdowns which can dishearten and discourage your best recruits — and lead a discussion on ways to fix the problem, measure the return.

Reconciling a candidate-as-commodity intake process that predates today’s “buyers market” not only positions you for better results as a recruiter but can empower you as human being too.

But don’t be fooled. This isn’t recruiting-warm-and-fuzzy. This is what you need to know if you are to continue recruiting for the workforce of the future, building a service-orientated function that attracts top-notch people to your organization.

Posted by: Amitai Givertz