I am so excited. I met Kathryn Minshew five years ago at a Women in Technology International conference in California. Now she is going o be a guest on RecruitingLive. Register now on the sidebar to join us.
She is what I call “New School” while I am unabashedly “Old School.” There are several of us that are “Old School” recruiters. You know, the ones who recruited without job boards or social media, texting or cell phones. It was in the snow and uphill both ways. Ads were put in the newspaper, resumes were faxed in, and video calling was still something only done on the “Jetson’s.” Yes recruiting today is much different than the way we recruited 10+ years ago. Hell, it is different than two years ago. Thankfully, with the help of machine learning, message bots, social media and all of the various communication methods we have now, recruiters have caught up.
Have you ever stopped to what effect this has had on candidates? Yes, they have had to change right there along with us. Long gone are the days of printing resumes on gilded pages and mailing them into the employment office. It’s about speaking to bots, applying via text and becoming your own brand. If all of this is as “clear as mud,” as we like to say in Texas, don’t worry. Alexandra Cavoulacos and Kathryn Minshew, founders on TheMuse.com, were able to break it all down for us in the new book, “The New Rules of Work: The Modern Playbook for Navigating Your Career.” And you better learn the rules, or you will lose the candidates.
A New Game
“I looked at your resume, and I have a job that is just perfect for you.” Does that sentence look familiar? It is one of the first lies recruiters learn to tell. No one wants to lie. This was just how we were trained. The originated because at one time, by looking at a candidate’s college experience, job history, current position and salary requirements, we used to be able to get a good idea of what job would be most logical next step. But today there are no logical next steps for candidates.
The logical next steps for candidates are to find out what they can be passionate about and align that with their work. In the book, we are introduced to “The Muse Method.” A methodology that reminds us of what our parents or mentors have always told us, that there is a world of career choices that we may not have considered. The book encourages its readers to do the research, use their social networks and find the mentors and the opportunities to be their best.
It is because of that; you cannot possibly know what the perfect job is for your candidate. But, if you read the book, it can help you learn how to communicate with your candidates. It can also help you learn how to align what your company does offer with what candidates of today are looking for. I know what you are thinking. “Ain’t nobody got time for that!” But unless you want to fill the same job twice, it is time to take a little more time with candidates to make sure they stick.
The New Players
“You are looking for a new job? I am a recruiter and can I do it for you.” Another unintentional lie recruiters tell candidates based on the training received. These days, candidates do not NEED recruiters to find them a job. The job now finds them. This is because we all have to be something now that we never had to be before. Googleable. In this modern age, candidates are learning to brand themselves through social media, personal websites and building their networks.
While at one point, the only players were the candidate, the recruiter, and the employer, we have now added smartphones and other mobile devices, viral messaging and the interwebs to the game. The good news is that you can learn more about candidates than ever before. So you too, Mr./Mrs. Recruiter needs to up your branding game as well.
“Job Boards” are taking the bench and “Job Search” is taking its place. What I mean by this is that while candidates do go to job boards, they are now seeking more information than the description. They are seeking you and your coworkers. They are analyzing job descriptions. They are going online to analyze your company’s culture. And then, they are taking this information to tell you not just their skills, but their story. Likewise, you will need to have your story ready.
Don’t settle. It is up to take charge. Before it seemed after someone got a new position with a company, they waited to go through the paces at work until someone gave them the opportunity to rise. No more. The employee knows what they want and knows how to communicate it. And if they don’t get what they hope for in their job, they leave.
At one time, employees built a relationship and had loyalty to their job. In return, the company thanked them for that loyalty by rewarding employees with bonuses and pensions. Those days are in a museum now. But, with everything we know about the “gig economy,” this should not be a shocker. It is actually useful for recruiters. But it means the process starts all over again. It is just the proverbial recruiting hamster wheel.
Times are constantly changing. At some point in the future, the new rules will become old. The candidate will have new ways to find jobs and recruiters will have to find new technology to find them. In the meantime, this book gives great insight into how we should be working and communicating with candidates today. I am confident that once you read it, you serve your candidates better. But the number one reason that I recommend this book to recruiters is that we are all job seekers. Is recruiting really the job you want to be doing? Does your company’s culture fit your values? Read it so you can be a better recruiter. Keep it so you can find your OWN perfect job.
At first glance, I was expecting this book to only be useful for potential job candidates. But, I am confident that once you read it, you will learn as I have that this book can teach you how to serve your candidates better. The number one reason that I recommend this book to recruiters is that we are all job seekers. Is recruiting really the job you want to be doing? Does your company’s culture fit your values? Read it so you can be a better recruiter. Keep it so you can find your OWN perfect job.
We are honored to say that co-author Kathryn Minshew will be joining us on RecruitingLive April 28th to answer questions that you have about her, The Muse and “The New Rules of Work.” We hope you will join us.
Jackye Clayton|Kathryn Minshew
RecruitingDaily Editor * Recruiter *Thought Follower * Dr. Pepper Drinker * RT Queen of the #Recruit-osphere and #HR * New #NASCAR fan. |Founder @DailyMuse, Author of "@TheNewRules of Work," globe trotter. Forbes 30-under-30 & INC 15 women to watch in tech. YC alumFollow Follow
By Jackye Clayton
Jackye Clayton, with acclaimed expertise in diversity and inclusion, recruitment technology and a global network of non-profit, human resource and recruiting professionals, Jackye Clayton is a servant leader, uniquely inspirational speaker, and a revered thought leader. Jackye was named one of the 9 Powerful Women in Business You Should Know by SDHR Consulting, one of the 15 Women in HR Tech to Follow in 2019 by VidCruiter, 2019 Top 100 list of Human Resources Influencers by Human Resource Executive Magazine and one of the Top Recruitment Thought Leaders that you must follow in 2019 by interviewMocha Magazine. Currently, Jackye is the Diversity, Equity, and Inclusion Strategist at SeekOut. You can find her on Twitter @jackyeclayton and LinkedIn https://www.linkedin.com/in/jackyeclayton