Academic journal article Career Planning and Adult Development Journal

PEOPLE and TECHNOLOGY: A Winning Recruiting Combination

Academic journal article Career Planning and Adult Development Journal

PEOPLE and TECHNOLOGY: A Winning Recruiting Combination

Article excerpt

In the mid-1990s, applicants sent their resume via fax machine. There was a P.O. Box set up for executive-level positions where someone was in charge of checking the P.O. Box a few times a week to get hardcopy cover letters and resumes to review that people mailed with a U.S. postage stamp! Email was a step up from the fax machine. Then emails got overloaded, and eventually online applications were a way that people sent their resume for an open position and these applications were re-directed into a separate database away from email. When the employment website Monster.com® was born, it was a major technology game-changer for recruiting talent at the time. A Monster.com® sales representative visited my staffing office and my manager had no interest in meeting with him, so he asked me as the next person in the chain of command to meet the representative and provide feedback and thoughts on our direction. I can remember this big green monster folder with pricing sheets for job postings (Photo, 2011). I remember looking at the cartoon-like monster wondering, "What is a job posting and what does it have to do with a little green monster?" I told this representative that I would take his information and give it to my manager, but I really wasn't sure about this job posting business since we posted our jobs weekly in our local newspaper! Needless to say, we, along with the rest of the world, starting using online job boards soon enough.

Technology is always changing and has an impact on how people apply to jobs. Yet, with all this technology, how organizations hire people still today is based on the know, like, and trust factor. Technology without people is just technology. People still hire people.

Employers typically hire in the following ways:

1.Internal / Promotion: When a position becomes available, one of the first things any organization considers is if there is someone who is already on staff locally and/or at another location who can do the job. This could mean a lateral move for some and promotion for others. This is a key way companies hire, as many organizations pride themselves on offering their employees growth opportunities, and this practice of hiring from within keeps that promise alive. Employers who hire from within also know their employees' performance, like their performance, and trust their performance. Everyone is on their best behavior in an interview setting where we want to present our best selves. However, the level of someone's skill set and ability to perform is really evident only after one is hired and is able to show what they have. Employers typically have a "sure thing" when they hire from within, as the employee has already shown some ability, and the know, like, and trust factor is in full effect.

2.Employee Referral: If the organization does not hire from within, the next best way to hire someone they feel comfortable with is to ask their employees to recommend people they know. Often employers not only ask for referrals from their existing employees, but they incentivize them if the arrangement proves successful. This is often referred to as the employee referral bonus. An employee refers a family member, friend, or previous colleague and the company pays them a bonus if the newly hired referral works successfully for a period of time, say 90 days, without a hitch. The employer may not personally know, like, and trust the referral but they know, like, and trust their employees to refer good people.

3.Direct Recruiting/Sourcing: For highly skilled, hard-to-fill openings and executive roles, many organizations practice the technique of directly sourcing talent for their organization. This requires strategy. The organization must first determine not only the skill sets they are looking for but who would most likely be the most successful in their culture. For example, many years ago a private company had a series of government contracts providing medical services to certain facilities. …

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