#LikeMinds – People Power & the Rise of Social Recruiting

I’m immensely proud to be speaking on a panel at the Like Minds Conference in Exeter next week, with some other fantastic people – and just wanted to jot down some notes on the subject I will be discussing in the session.

The content piece has developed from a `Future of Recruitment` remit to one surrounding People – and the changing culture of staff employment and hiring – which I very much appreciate applaud.

Methods of recruitment have changed, for sure – but many things remain the same. It is very much the enlightened few still, who have stepped out of traditional methodology; both agency and client side; and used Social media and online connectivity opportunities to enhance hiring capabilities, and the employer brand in the process. Fortunately one of those; Becky Gloyne of Nokia; is one of those sitting on the panel with me.

So with the discussion entering the realms of `People` – it got me thinking of the key points of how the `People` part of the employment and hiring process has evolved.

- How will the employment model change? – Will people become develop the rise of the personal brand, and move into a self-employed `for hire` existence? Will the individual, become bigger than the company they work for – in SME terms primarily – but possibly even in larger businesses?

- On a similar note, will – or even DOES now – a transient workforce exist? One where no-one is off-limits, and everyone can be, and will be tempted by other job opportunities. In my line of work, daily I am surprised by career moves that came from nowhere – because opportunity knocked through connections – and the “offer was too good to refuse”. Does this open the opportunities to the rise of the `Talent Community` – where employers begin to build their own skills pool to continually interact with through social opportunity?

- How does the employer handle this change in personal dynamic? – do they embrace it and create a fluid environment with maximised short-to-medium term enthusiasm – but potentially dangerous continuity challenges? Or do they stick with tradition and effectively restrict ease of movement for the employee – and take control of the evolution by providing secondment opportunities that they provide?

- And more pertinently for the current, how do changing social patterns change the way in we select, attract and employ people? We are seeing trends where social profiles are impacting selection process, that is widely written about. However internally, do we create a permissible environment where every staff member is a brand ambassador, and much of their social media and online interaction is a measurement of that. Is it time for the employer to accept the interference of social media lifestyle in the work environment, and take the reins on the potential positive brand impact of employee communication methods and train, cajole and encourage accordingly?

Well heck – there’s some questions – and far more to discuss in there than the session time limit will allow – but it will be interesting for sure – because it is a highly relevant subject.

If you are interested in Innovation and the opportunities it brings to business and not going to the Like Minds conference, then do something about it. The schedule on the site is terrific – with a blend of keynote talks, interactive immersives, lunchtime chats – and plenty of social discussion over the fruits of the hotel bar.  3 days of excellence – you should be going to each one of them. (£95 a day – for a global conference!!! – social recruiting conferences could learn a thing… )

If you are there, I hope to say hello – I’m a friendly recruiter – and furthermore, we all hope you enjoy this subject.

Feel free to comment on the discussions points here.