Required Reading For Recruiters – Recruiting 3.0 & 4.0 Explained

As a way to keep up with best practices and what’s new/next in the HR & Recruiting worlds, I read a ton of articles, blogs and tweets to try to keep up. And as a student of the game, I enjoy much of the content. I’m informed by a majority of it, challenged by some of it and inspired by a bit of it.

Today, I wanted to point you to a couple of articles that hit on all three of those categories for me. Some really awesome stuff written and posted on the recruiter resource and community – ERE.net – from Matthew Jeffery – Head of EMEA Talent Acquisition & Global Talent Brand at Autodesk.

The first article written a couple of months ago – “A Vision for the Future of Recruitment: Recruitment 3.0” – should be required reading for all recruiters and includes much of the content and ideas that Matthew shared in his fantastic opening keynote at the 2011 Spring ERE Expo. (Check out the video of Matthew’s presentation – which is well worth watching and thanks ERE for making it available!)

Today on ERE.net is a follow-up article from Matthew Jeffery titled “Recruitment 4.0: Crowdsourcing, Gamification, Recruitment as a Profit Center… and the Death of Recruitment Agencies!”.

In this post, Matthew nicely sums up the evolution of recruiting and shares his predictions for the future of Recruiting (4.0). Here’s an excerpt:

Recruitment 1.0 encompasses traditional recruiting over a huge timeline, including good old-fashioned fax machines, print advertising, (post, spray ,and pray), and Rolodexes moving into traditional ATSs. Recruiters more focused on processes than end results. The basic any-bum-on-any-seat philosophy.

Recruitment 2.0 saw the move onto online and using technology for recruitment purposes, including the advent of online job boards & online CV searches. While the technology moved forward, the traditional methodology of 1.0 was prevalent, including online post, spray, and pray candidate attraction (aka the recruitment lottery of let’s hope the right-ish person looks at the online advertisement, at the right time and feels willing to go to the effort to apply).

Both Recruitment 1.0 and 2.0 were/are fundamentally focused on the active job seekers, (applying to vacancies, on agency books, and those watching job boards like a possessed predator).

Recruitment 3.0 is a huge leap as it moves recruitment out of its comfort zone. The beating heart of 3.0 is the non-active/passive individual and a focus on “best talent” and building predictable talent pipelines. In addition, the philosophy of “everyone is a potential candidate so engage them” is central. 3.0 takes us into building engaged, two-way, free-conversation based, transparent communities. This is anchored by things like employment branding, marketing, and PR. 3.0 is not only concerned with building communities but mapping key competitors and seducing cream-of-the-crop talent with your brand and in-house opportunities.

So what exactly is Recruitment 4.0? Grab a cup of coffee (or a Diet Coke) and a snack and take a few minutes to read the rest of the article. It’s meaty stuff to chew on.

Regardless of the size of your company, to stay ahead of the game and compete for talent in the “new normal”, you’ve got to be thinking about how to evolve your recruiting practices. The information contained in these two articles by Matthew Jeffery would be great to utilize as a discussion starter with your recruiting team or CEO and as you’re thinking about goals, objectives and making plans for 2012 and beyond.

What do you think about some of the ideas presented? Are we really ready for Recruiting to become a profit center and to include games in our recruiting processes? Will job boards meet their (constantly predicted) demise? Will recruiting agencies no longer be necessary?

I’d love to know what you think.

President & Chief Talent Strategist

Jennifer McClure is a Keynote Speaker, Talent Strategies Expert and Executive Coach who works with clients and companies in the areas of leadership development, communication and talent strategy. Jennifer McClure offers keynotes, workshops and training that inspire and empower business leaders to be more effective in their careers and as leaders of their organization’s most valuable resource – people.

Please note: I reserve the right to delete comments that are offensive or off-topic.

7 thoughts on “Required Reading For Recruiters – Recruiting 3.0 & 4.0 Explained

  1. Great articles about the vision and future of recruiting. I’m all for most of the info shared and believe that recruiting can be a profit center. The one idea that I don’t think that I can support is marketing to the recruiting database without the option to opt-in. While it may seem like a gold mine, is it ethical?

    I also do not think that hiring managers will drive their hiring processes enough to eliminate recruiters. There may be a few, but not enough to completely eliminate the need for great corporate recruiting professionals. There will always be a need for amazing executive recruiters that know their industry, position or client better than anyone else. Job boards are already changing. Crowd sourcing is cool, but it is long term and success in recruiting is dependent upon the partnership with marketing and PR. Games are cool too, but success is may be dependent upon your target market or industry because I do not have time to be interested in games.

    I don’t know if my view is negative or realistic, but success seems to me will be dependent upon having technology savvy, relationship-minded, recruiters who are comfortable with change and have the time, tools, processes and support to be creative.

    • Thanks for adding an insightful comment (as always) Bonita!

      I’m with you on the database marketing part. I don’t think people appreciate getting something other than what they signed up for and could turn off some potential candidates if not done wisely. I also agree that recruiting pros won’t be going away (neither will job boards or the resume), but I do think it’s good to be thinking about how to evolve the process. A great recruiter will always be a tremendous asset to a company, but I think the great recruiter of the future will be much more “social” and relational – and much less transactional that many of the great recruiters of the past.

  2. CincyRecruiter, U don’t find most blog posts poorly written and boring?

    Don’t answer. You said you were going to come on my show — with your new material.

    Save it for then

    • Yep. I do find many of the blog posts I read (not just HR & Recruiting ones) boring. However, I think most people skim content today, and I’ll still scan a post to see if there’s a link to something interesting or a nugget of wisdom buried in the lengthy prose.

      Having said that, there are some truly great writers out there who are doing it right. For example, Laurie Ruettimann rarely disappoints and Kris Dunn manages to find a variety of interesting perspectives to share about the sometimes boring world of day-to-day HR. That’s why these two bloggers are in my “must read” folder and I actually read their posts. Much of the rest, I skim to find the gold in the mud.

      And you have to actually invite me to come on your show. Have your people contact my people.

  3. Thanks Jennifer for compiling these great articles and other info. I read “recruiting 3.0 and 4.0 explained” and it opened my eyes to how fast the industry is changing.

    • I’m glad you found the articles helpful Jesse! There’s definitely a lot going on in our industry and some people/recruiting teams are doing some cool and innovative stuff. I enjoy reading about what they’re doing and thinking about how I can apply some (or all) of it in work with my clients as well.

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