Making the transition from Recruitment Model 1.0 to 2.0

In my previous two blog posts in this series, I’ve discussed the importance of exploring a partner ecosystem and how to align your recruitment tools with your talent acquisition strategy – so what do these two topics have in common?  They form part of the overarching movement by all in-house talent acquisition and recruitment teams from model 1.0 to 2.0. 

In a similar way that Web 1.0 offered static pages and limited content, or in the case of recruitment, corporate websites and generic job specifications, Web 2.0 saw the evolution of social channels, blogging and podcasting which generated the phrase ‘participative social web’. 

Fast forward to this point in 2019, the majority of in-house teams have an active LinkedIn and Twitter feed, they have probably reviewed (and potentially dismissed) Facebook and they have trialled a combination of SEO optimisation, created blog or video content and certainly will have upgraded the ATS. So what’s next?

Candidate-centric 2.0

To understand completely what ‘Recruitment 2.0’ is fundamentally about, we have to refer back to the many articles, blogs and commentary that has been telling us about the ‘war for talent’. 

Whilst the commentary has informed us about the increased use of data to identify “superior talent” and how to make your brand or proposition “magnetic” through your employee value proposition (EVP), it has failed to point out that the war is over, and the talent won! 

For this reason, Recruitment Model 2.0 should be about candidate centricity and how to discover, attract and engage candidates and motivate them to enter your process that results in the offer and acceptance of an opportunity with your company. In theory, this sounds straightforward, in reality, many companies have already proceeded down a path of a model they think will deliver the results they want without first testing their theories in the market. 

So what are the foundations of the new model?

    • Data as a Standard – whilst Data as a Standard (DaaS) is not a recognised acronym at this stage, having access to rich data within the SaaS, PaaS and tools you use within the 2.0 model is essential. Whilst native analytics are useful, being able to get to the next level of data to enable data-driven decisions will accelerate an in-house team’s ability to pivot and change the strategy to deliver the best results. Access to rich and accurate skill segmentation, geographic and real-time data will be a key differentiator. 
    • Tools of Engagement – selecting the right tools to help you meet the hiring targets you have per quarter or annually will require a process of research and requesting demos to ensure you choose the right tools that meet the key considerations of 1). target audience 2). data analytics 3). cost-per-hire 4). time-to-hire 5). annual budget. 
    • Channel Specific Content – creating content for specific channels and platforms will be key to model 2.0 success; understanding the trends, topics of discussion and type of content commonly used will increase the engagement rates. 
    • Online Communities – visibility and active contribution within the online communities that are important to your business, and hiring process, will be vital. Joining and adopting PaaS and SaaS solutions that allow your business to access specific skills and experience, such as Developers, will resonate with both the community and the people within it. 
    • Partner Ecosystem – the partners the in-house team decides to engage to support the 2.0 model will be critical in terms of delivering against the strategy; a partner that is not aligned to the in-house team’s objectives and end goals will only serve to detract from the brand awareness and message to market along with impacting the cost-per-hire and time-to-hire numbers. 
    • Feedback as a Standard – feedback is so often a neglected part of the recruitment process as the experience of candidates differs from company to company. The in-house teams that will really win when it comes to Candidate Experience (CX) will be the ones that have implemented a process of being able to deliver feedback at every stage of the recruitment process. 
    • Transparency – the company website is still an important part of the 2.0 model as content distributed across social channels should invite the candidate on a process of discovery that will guide them across other social channels and back to your main website. A key consideration will be the tone, imagery and culture portrayed on the main website and how that correlates to the social content and company pages created on the SaaS tools you utilise. Consistency across all channels will be essential. 

What’s the next step? 

If you’re in the process of reviewing your current talent acquisition or recruitment model 2.0, you have an exciting opportunity to review and demo and a number of platforms and tools, I would encourage every in-house team to exercise the full potential of the review process. 

With the increase in talent acquisition and recruitment technology available, there is every reason to continue to iterate on the Recruitment 2.0 model to ensure your team has the most bespoke model for your hiring needs.