Actually, I received  a Nano  for Christmas– a red one.( A Nano – in case you are not an iPod owner is a tiny iPod that measures  one inch square – yet allows you to carry 200 of your favorite songs.  Pretty nifty idea if you want to start out slow as opposed to the full-strength iPod.)   It also has stylish white earphones – which I’ve only tried once.  My goal on my upcoming vacation is to conquer the Nano.

The recruiting landscape changes quickly.  Just as quickly as entertainment technology.    If you are using the same strategies that you employed last year to find the best talent, you will find yourself woefully behind.  Unemployment rose in May to 5.5%, but don’t let that lull you into your comfort zone.  Where are those lost jobs?  Be aware that professional unemployment is still at 2.2%.  (Bureau of Labor Statistics – Unemployment for those degreed and 25+ years)  Thinking that this demographic is going to be “easy pickings because unemployment has risen is a grave mistake.   These people are still at a premium and hard to find and will remain so because of the following:

·         Retirement of the Baby Boomers.  Gen X numbers almost half.

·         Import of talent from abroad has slowed.  Opportunities now abound around the world.

·         U.S.  Educational System is not preparing for jobs in the future.  (Math and Science.  Only one third of Gen Y will gain degree.  80% of new jobs require degrees.)

A proactive push for talent is what is needed.  Besides traditional means of recruiting, the stops need to be pulled out and employed quickly.   That means proactive recruiting.  More than just posting positions and waiting for the results.  Those results only come from those candidates who take the time to read the postings.  As unemployment rises, less people take time to peruse those.  (It’s typically only 15% - 25% of the entire labor market anyway.)

Post if you like.  In addition, reach out in a variety of ways. 

·         Solicit Referrals.  These can be one of the most effective way of finding quality employees that match your culture. 

·         Recruit Directly.  The talent you seek is probably not at home, watching TV, eating junk food and waiting for you to call.  (Professional employment rate is 97.8%.)  They are employed with your competitors.  Reach out to them or employ a third party recruiter to do it for you. 

·         Streamline the Hiring Process. The best candidates have multiple offers to consider.  The best go quickly.  

·         Network with Regularly Candidates.  Treat all candidates with respect.  If it’s not a match at this time, network with them for future possibilities.

Recruiting-wise, are you “getting on the elevator without white strings hanging from your earsâ€�?  Worse yet, are you ear wearing the white strings, just to look cool and not utilizing the knowledge/technology?