HUNTING TALENT ASYMMETRICALLY
Who Do You Know?
Asking an industry referral who they know catches both skill and behaviour whereas technology struggles with the latter. Technology firms have created Applicant Tracking Systems (ATS) for both enterprise and independent recruiting firms which have dramatically reduced the front-end cost of scraping the Internet. Most of these systems apply a shotgun strategy, firing indiscriminately across social media, attracting the low hanging talent (active & opportunistic job seekers).
Hire For Behaviour, Knowledge & Skills can be Learned
The products and cloud services these technology firms design (including LinkedIn Recruiter) are binary in their staged workflow and skills assessment. The number of times a skill is mentioned in a resume ranks a candidate in output, but the output is far from relevant and doesn’t account for nuance or behaviours.
Narrowing the focus through referral
The talent war for niche, high impact and knowledge-driven positions is fought asymmetrically, the recruiting steps aren’t binary as the talent operates behind the scenes. Finding this talent requires the improvisational opportunism of a strategically minded recruiter to identify them through referral sources, pursue and persuade them to consider changing jobs. This value-add and asymmetrical approach is NEXTalent’s business model.