Comments on: Coming Soon — One:Me Marketing

By: You Need to Start Responding | Recruiter It News

You Need to Start Responding | Recruiter It News — Mon, 25 Feb 2013 18:57:27 +0000

[...] are using social media as they use all other media: as a megaphone, or as I referenced recently, one-to-many marketing. This is challenging to brands because they are very comfortable in one-to-many land. [...]

By: Keith Halperin

Keith Halperin — Wed, 13 Feb 2013 18:56:34 +0000

@ Ken. You’re very welcome, and very correct. As a contract recruiter, I see many companies ramping up with CRs when things go well and quickly laying them off as things slow down instead of keeping the CRs busy building pipelines and solving important recruiting problems (like cleaning up clogged ATSs band improving hiring procedures) that can’t be addressed in the boom times. It as if every time the fishing season ends for tuna, salmon, or crab, the leaders of the fishing industry decided to scuttle the entire fishing fleet instead of having the ships work on maintenance, repair, etc.

Cheers,
Keith

By: Ken Schmitt

Ken Schmitt — Wed, 13 Feb 2013 16:50:52 +0000

@Keith. Thanks so much and you are exactly right, not enough companies – of any size for that matter – focus enough time on forward looking talent planning. Most start off and stay in the reactive “I need to backfill this position” mentality. It’s up to our industry to help change that in hopes of becoming more proactive and truly strategic.

By: Keith Halperin

Keith Halperin — Wed, 13 Feb 2013 15:44:56 +0000

@ Tracey. Thank you.
@ Ken: What you describe makes a great deal of sense. At the same time, how many SMB (or even)LB have someone/something devoted to building candidate pipelines?

Cheers,

Keith

By: Tracey Parsons

Tracey Parsons — Wed, 13 Feb 2013 14:19:39 +0000

Thanks Ken. Great feedback. I agree with building a pipeline and being real time in all recruiting efforts, the automation piece will drive people to be more efficient. I can see this becoming more and more automated with richer profiles on the “bench”.

By: Ken Schmitt

Ken Schmitt — Wed, 13 Feb 2013 05:27:55 +0000

Tracey, great article. Thanks so much for being on the leading edge of recruiting and pipeline development. In a way, this is taking the best talents and skills of “best in class recruiters” – namely, the ability to build a relevant, real time and effective talent community – and automating it, rendering the recruiting process “hyper-real time”. Our firm is a big believer in what we call Perpetual Recruiting, allowing us to build this bench of talent on behalf of our clients, guaranteeing that when the time is right for the A-players to consider a move, they are already on our radar screen and we receive the first call. At the end of the day, whether it’s automated using Big Data, or manual using old-school recruiting, it’s all about effective communication.
Ken Schmitt
President/Founder, TurningPoint Executive Search
http://www.turningpointsearch.net

By: Tracey Parsons

Tracey Parsons — Wed, 13 Feb 2013 00:34:55 +0000

True story, Keith.

By: Keith Halperin

Keith Halperin — Wed, 13 Feb 2013 00:28:41 +0000

@ Tracey: You and I might think that way, but those who’ve made a healthy living off the ignorance of their clients (and their clients’ clients) may not…

-kh

By: Tracey Parsons

Tracey Parsons — Wed, 13 Feb 2013 00:14:26 +0000

@Loren – thanks!
@NameGen – 1:1 lends itself to a personal message, but One:me is more complex in terms of data aggregation on the timing. In my version of the future, sourcers and recruiters would have a different role in the relationship. They would be looking out for the timing of the triggering event of the passive and moving quickly to close that deal.
@Keith – Like any cultural shift, people and companies will have to evolve or perish.

By: Keith Halperin

Keith Halperin — Tue, 12 Feb 2013 23:26:29 +0000

You’re very welcome, Tracey. The thing about making the candidate funnel more efficient: if we did that, huge numbers of recruiting staff would be unemployed! We thrive on the inefficiency and irrationality of the recruiting marketplace- if hiring companies were better, clearer, and more knowledgeable in their hiring thoughts and efforts, what would all those agencies filled with newbie recruiters who run ads and get candidates off Monster, CB, and DICE do for business?

Cheers,

Keith

By: Namegeneration.net Candidate Leads

Namegeneration.net Candidate Leads — Tue, 12 Feb 2013 23:13:02 +0000

Much of the info needed on an individual to create that 1:1 is in their digital footprint that they leave behind on social sites. It takes the minds and eyes of the sourcer and recruiter to put it together and form a personal message to better connect with them. This ts easier said then done since many sourcers and recruiters are either strapped for time or limited by their networks.We took the approach to aggregate this info and put it in one place so the dossier is in effect created.

By: Loren De Laine

Loren De Laine — Tue, 12 Feb 2013 21:46:29 +0000

Great article

By: Tracey Parsons

Tracey Parsons — Tue, 12 Feb 2013 21:33:02 +0000

Thanks Keith. The information already gathered on every individual in the US (let alone the world) is staggering. The stuff published online is a lot, add that to the credit card data as well as the social networks and you can build a very nice digital dossier.

I like what you are saying about the long tail aspect here as well, in terms of seeing who won the coding competition. That is where pipelining, brand building and communication models come in. What I am writing about here is being applied by the worlds biggest brands in the consume space to move them through the sales funnel faster and more frequently. If we can apply some of those principles to recruitment, we can also make the candidate funnel more efficient.

By: Keith Halperin

Keith Halperin — Tue, 12 Feb 2013 21:23:20 +0000

You’re very welcome, Tracy. We’re getting close to getting a “Digital Dossier” where you have “Big Data” combined with sophisticated analytics to figure out all sorts of wonderful things about someone, whether they want you to or not, and because it’s based on public data, there’s not a thing they can do about it… Want to try it now? Here’s my “big data” http://tinyurl.com/3sd5h3z (Google search). Now, someone needs to do analytics on it, like figuring my interests and probable income from my address and other bits of info….However, if you need to fill a position not soon but NOW, you won’t have the luxury of seeing which middle school students win jr. coding competitions so you start sending nice messages and invitations for when they will be ready in 10 years to work for you.In other words, unless you commit to “the long game” this sort of thing may not be for you.

Also, I think technical advances in recruiting are like economic bubbles- by the time the likes of me hear about ‘em and get involved, it’s too late….

Cheers,

Keith “Was That a ‘Pop’ I Heard?” Halperin

By: Big Data Recruiting – wonderful or creepy? | Network Polish Kit

Big Data Recruiting – wonderful or creepy? | Network Polish Kit — Tue, 12 Feb 2013 20:09:44 +0000

[...] Have you seen this? Coming Soon — One:Me Marketing [...]

By: One size fits one | Hampton & Associates Scientific & Executive Search Services

Tue, 12 Feb 2013 19:12:30 +0000

[...] And now big data is beginning to affect recruiting Are you ready for it? [...]

By: Tracey Parsons

Tracey Parsons — Tue, 12 Feb 2013 19:10:50 +0000

Thank you Keith. You raise a big challenge that will face One:Me. A key component of success for one:me (and any marketing for that matter) is to be sure we are answering “What’s in it for me?” from the candidate stand point. We must be mindful of being sure that if we are collecting and aggregating this data that we are aiming to deliver real value to the candidate vs. spam. The value will be delivered to the candidate when we are able to deliver the right message to the ideal candidate at the perfect moment in time.

In terms of companies who are unwilling to invest, I believe that like any big paradigm shift, it will take time and risk-takers to prove out the value. In my experience, if you can prove time and money could be saved, and there is a tangible return on investment, budgets can loosen.

Thanks for the comment. Love the dialog!

By: Keith Halperin

Keith Halperin — Tue, 12 Feb 2013 19:00:32 +0000

Thanks Tracey. Companies are starting to develop tools to track early web activity, and since these will probably target “the Fabulous 5%” who are already getting slammed, there may be some push-back similar to the anecdotal stories of people taking down their LI profiles due to being contacted by too many recruiters.

Furthermore, most companies say they want to develop pipelines (I think it’s a very good idea, myself) but are unwilling/unable to commit the time, money, resources to do it, even though there are now companies that will very-affordably set up and run the pipeline generation activity.

Cheers,
Keith

By: Tracey Parsons

Tracey Parsons — Tue, 12 Feb 2013 17:27:58 +0000

Thanks Marvin! I am constantly thinking about how this scales. How you aggregate all of the data that is currently available, but not tied together, is the elephant in the room. Once it is aggregated, then, through predictive models, profiles would bubble up to the surface of the database (or talent community) for recruiters to reach out nimbly. I think we will get to One:Me once we can get all this data aggregated. But, to your point, we need to be sure that the model is scalable. Love the question, keep em coming!

By: Marvin Smith

Marvin Smith — Tue, 12 Feb 2013 16:47:45 +0000

Your article is spot on; in a way, we are trying to recapture the 1:1 relationships that existed prior to the Internet and its impact on recruiting. I am curious, have you given any thoughts on how to deliver this experience at scale?