Comments on: One-to-One Recruiting: The Importance of Personalizing All Aspects of Recruiting http://www.ere.net/2010/03/08/one-to-one-recruiting-the-importance-of-personalizing-all-aspects-of-recruiting/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 10:32:01 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Kristen Tom http://www.ere.net/2010/03/08/one-to-one-recruiting-the-importance-of-personalizing-all-aspects-of-recruiting/comment-page-1/#comment-20123 Kristen Tom Wed, 10 Mar 2010 17:20:58 +0000 http://www.ere.net/?p=11965#comment-20123 Receiving a personalized offer/job opportunity always feels great. It makes the applicant feel like they are special and fit for the job. This is a great way to hire talent that coincides with corporate culture. Receiving a personalized offer/job opportunity always feels great. It makes the applicant feel like they are special and fit for the job. This is a great way to hire talent that coincides with corporate culture.

]]> By: Keith Halperin http://www.ere.net/2010/03/08/one-to-one-recruiting-the-importance-of-personalizing-all-aspects-of-recruiting/comment-page-1/#comment-20100 Keith Halperin Tue, 09 Mar 2010 20:45:37 +0000 http://www.ere.net/?p=11965#comment-20100 I believe it will soon be possible to individually target virtually any potential candidates at any stage of their academic or work careers, so you can create a pipeline as long or as short as you need. This is consistent with my philosophy of: "If you know where someone is and what they're doing, you don't need to source them." Right now, you can pay under $2.00/hr for someone to make a phone call to each person you'd like to build/maintain a recruiting relationship with. If anyone in a corporate organization does this, I'd be interested in hearing about it... Cheers, Keith I believe it will soon be possible to individually target virtually any potential candidates at any stage of their academic or work careers, so you can create a pipeline as long or as short as you need. This is consistent with my philosophy of:
“If you know where someone is and what they’re doing, you don’t need to source them.”

Right now, you can pay under $2.00/hr for someone to make a phone call to each person you’d like to build/maintain a recruiting relationship with. If anyone in a corporate organization does this, I’d be interested in hearing about it…

Cheers,

Keith

]]> By: Dr. Tom Janz http://www.ere.net/2010/03/08/one-to-one-recruiting-the-importance-of-personalizing-all-aspects-of-recruiting/comment-page-1/#comment-20099 Dr. Tom Janz Tue, 09 Mar 2010 20:18:46 +0000 http://www.ere.net/?p=11965#comment-20099 <b>Congrats John.</b> Yet another thoughtful and potentially game-changing insight on how to deploy Web 2.0 in ways that go beyond informing the world what you ate for lunch or the interminable sharing of cute snapshots. I have long shared the view that the one-to-many relationship structure of broadcast media (newspapers, magazines, movies, records, CDs, DVDs, TV, Radio) that over-rewards the excellent few at the top can be replaced or at least joined by a structure less prone to propoganda and idolatry. But we have to reach beyond Twitting, where the vast majority of members follow the tweets of the uber few (and the modal number of tweets per month issued per member is by an overwhelming lead--1). Now its possible to nurture relationships that are 1-to-1 or one-2-few where each consumer, voter, or member is rewarded for contributing greater value into the whole. We need real, not simulated, personalization. That is why I developed a very fast (it takes just six clicks) online tool that identifies which of four primary (and seven secorndary) personal styles characterize any person. Knowing their Personal STYLE empowers a deeper connection and enables shorter communications with that person in the style that best fits their type. Those interested in this tool (The Personal STYLE Profiler) can email me at DrTomJanz@gmail.com to check out their STYLE (and their level of measured Self Awareness). Congrats John. Yet another thoughtful and potentially game-changing insight on how to deploy Web 2.0 in ways that go beyond informing the world what you ate for lunch or the interminable sharing of cute snapshots.

I have long shared the view that the one-to-many relationship structure of broadcast media (newspapers, magazines, movies, records, CDs, DVDs, TV, Radio) that over-rewards the excellent few at the top can be replaced or at least joined by a structure less prone to propoganda and idolatry. But we have to reach beyond Twitting, where the vast majority of members follow the tweets of the uber few (and the modal number of tweets per month issued per member is by an overwhelming lead–1).

Now its possible to nurture relationships that are 1-to-1 or one-2-few where each consumer, voter, or member is rewarded for contributing greater value into the whole. We need real, not simulated, personalization.

That is why I developed a very fast (it takes just six clicks) online tool that identifies which of four primary (and seven secorndary) personal styles characterize any person. Knowing their Personal STYLE empowers a deeper connection and enables shorter communications with that person in the style that best fits their type.

Those interested in this tool (The Personal STYLE Profiler) can email me at DrTomJanz@gmail.com to check out their STYLE (and their level of measured Self Awareness).

]]> By: Steve Gilbert http://www.ere.net/2010/03/08/one-to-one-recruiting-the-importance-of-personalizing-all-aspects-of-recruiting/comment-page-1/#comment-20098 Steve Gilbert Tue, 09 Mar 2010 20:01:15 +0000 http://www.ere.net/?p=11965#comment-20098 Great post. Thought provoking indeed. Reminds me of the balance between being Effective vs Efficient. I agree that 1:1 has the highest call back and engagement rate...at least it does in my search firm world. The challenge of recruiting 1:1 has always been the time it takes to find the right names, the phone numbers, and then placing each call. These time consuming tasks are still there many times but things are progressively getting easier with the ability to contact people 1:1 through some (not all) of the social networks. Also, I think the data is clear that the more I know (and mention when engaging) about the prospect targeted candidate the more likely he/she is to return my recruiting call or pay close attention. Additional thoughts: I'm left wondering if Wilkes University targeted Nicole Pollack because her matriculation would cause others to come to the University? Seems like a company could fairly easily and cost-effectively upload videos to YouTube specifically targeting one particular individual. I wonder if they'd ever notice it was there? Would their friends see it and forward it along? Would their manager notice it first and call the company with a cease and desist demand? Imagine the buzz that would ensue if Company A's CEO posted a video trying to recruit Company B's CEO to join Company A. Great post. Thought provoking indeed. Reminds me of the balance between being Effective vs Efficient. I agree that 1:1 has the highest call back and engagement rate…at least it does in my search firm world. The challenge of recruiting 1:1 has always been the time it takes to find the right names, the phone numbers, and then placing each call. These time consuming tasks are still there many times but things are progressively getting easier with the ability to contact people 1:1 through some (not all) of the social networks.
Also, I think the data is clear that the more I know (and mention when engaging) about the prospect targeted candidate the more likely he/she is to return my recruiting call or pay close attention.

Additional thoughts:
I’m left wondering if Wilkes University targeted Nicole Pollack because her matriculation would cause others to come to the University?
Seems like a company could fairly easily and cost-effectively upload videos to YouTube specifically targeting one particular individual. I wonder if they’d ever notice it was there? Would their friends see it and forward it along? Would their manager notice it first and call the company with a cease and desist demand?
Imagine the buzz that would ensue if Company A’s CEO posted a video trying to recruit Company B’s CEO to join Company A.

]]> By: Jon Bryant http://www.ere.net/2010/03/08/one-to-one-recruiting-the-importance-of-personalizing-all-aspects-of-recruiting/comment-page-1/#comment-20079 Jon Bryant Tue, 09 Mar 2010 13:44:54 +0000 http://www.ere.net/?p=11965#comment-20079 Fantastic article John. I believe you are correct in saying "personalization is the wave of the future". As our industry evolves, we've had really smart people working on the challenges of how to FIND talent and how to ATTRACT talent. In fact, there are terrific tools and techniques (many of which are presented at SourceCon, ERE Expo, and the Social Recruiting Summit) to help us Find and Attract candidates, but our industry is just beginning to explore how to most effectively ENGAGE candidates one-to-one. Thank you for putting the topic front and center - - it is worthy of discussion. I believe one-to-one recruitment is the most effective way to engage talent. We are used to blasting "one size fits all" templated emails to the masses and smiling and dialing through long lists of prospects, many of whom are, at best, marginally qualified for the specific role. But what would happen if we took the time to really research a small number of highly qualified prospects and develop outreach that is personalized and relevant to them. Then, instead of competing for marginal talent and hoping the top talent will respond to our outreach, we can focus on competing for the best. People respond to personalization. Gaining a candidate's attention and building trust are two of the major hurdles we face. Your example of a placing a billboard to target one specific person might sound extreme, but the principle behind it is sound. Thank you again for starting the discussion. I'm eager to see where it goes. Fantastic article John. I believe you are correct in saying “personalization is the wave of the future”. As our industry evolves, we’ve had really smart people working on the challenges of how to FIND talent and how to ATTRACT talent. In fact, there are terrific tools and techniques (many of which are presented at SourceCon, ERE Expo, and the Social Recruiting Summit) to help us Find and Attract candidates, but our industry is just beginning to explore how to most effectively ENGAGE candidates one-to-one.

Thank you for putting the topic front and center – - it is worthy of discussion.

I believe one-to-one recruitment is the most effective way to engage talent. We are used to blasting “one size fits all” templated emails to the masses and smiling and dialing through long lists of prospects, many of whom are, at best, marginally qualified for the specific role. But what would happen if we took the time to really research a small number of highly qualified prospects and develop outreach that is personalized and relevant to them. Then, instead of competing for marginal talent and hoping the top talent will respond to our outreach, we can focus on competing for the best. People respond to personalization.

Gaining a candidate’s attention and building trust are two of the major hurdles we face. Your example of a placing a billboard to target one specific person might sound extreme, but the principle behind it is sound. Thank you again for starting the discussion. I’m eager to see where it goes.

]]> By: John Creech http://www.ere.net/2010/03/08/one-to-one-recruiting-the-importance-of-personalizing-all-aspects-of-recruiting/comment-page-1/#comment-20068 John Creech Mon, 08 Mar 2010 20:10:27 +0000 http://www.ere.net/?p=11965#comment-20068 Mass personalization...there's a term that doesn't exactly roll off the tongue. I fully understand and appreciate the principle, but struggle with its somewhat disengenuous ring. It reminds me of the old direct mail brochures with your name inkjet imprinted on the inside of a slick four-color mailing. My question from a recruiting perspective is, How do we keep the perception of it from degrading into a "John Smith/or current resident" feel? Mass personalization…there’s a term that doesn’t exactly roll off the tongue. I fully understand and appreciate the principle, but struggle with its somewhat disengenuous ring. It reminds me of the old direct mail brochures with your name inkjet imprinted on the inside of a slick four-color mailing. My question from a recruiting perspective is, How do we keep the perception of it from degrading into a “John Smith/or current resident” feel?

]]> By: Feeling optimistic, employers step up permanent hires « Email Newsletter Archive http://www.ere.net/2010/03/08/one-to-one-recruiting-the-importance-of-personalizing-all-aspects-of-recruiting/comment-page-1/#comment-20066 Feeling optimistic, employers step up permanent hires « Email Newsletter Archive Mon, 08 Mar 2010 19:39:40 +0000 http://www.ere.net/?p=11965#comment-20066 [...] No one wants to feel that they are entering a corporate monolith where they will become lost. Recruiting leaders need to examine every program and process to determine how each can appear more personalized to candidates.” –John Sullivan, writing on ERE.net [...] [...] No one wants to feel that they are entering a corporate monolith where they will become lost. Recruiting leaders need to examine every program and process to determine how each can appear more personalized to candidates.” –John Sullivan, writing on ERE.net [...]

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