A Recruiting Ecosystem is a combination of multiple elements connected together in order to achieve ongoing results for common goals.
For those that are interested in the origin of the term “Business Ecosystem”, below is a link to the Wikipedia definition.
But what defines a truly self-sustaining ecosystem? One where the Ecosystem Architect can walk away for a period of time and still have the ecosystem continue to evolve and grow on it’s own.
So what the heck does that all really mean? Let’s break it down.
As a Recruiter and Ecosystem Architect, you must first become a Subject Matter Expert (SME). If it’s software development, find out everything you can about the key language(s) your company uses. You aren’t trying to become a programmer though. The idea is to be able to tell what time it is, not how the clock works. Once you have an understanding of the solutions, it’s time to start building your ecosystem.
As a Corporate Recruiter, your core ecosystem could include:
Corp HR/Staffing Mgmt
Now, expanding your ecosystem could include:
Hiring Mgr – Trade Shows, Industry Events, Dir/VP, Peers, Direct Reports, Professional Contacts, Personal Contacts
Sourcer – Peers, Internet (Job Boards, Social NW’s, Business NW’s, Boolean, etc.), Professional Contacts, Personal Contacts, Industry Events, Prof Org’s
Corp HR/Staffing Mgmt – Internal Candidates, Employee Referrals, Careers Page, Career Events, Creative Advertising (mobile billboards, movie house, professional journals, etc.)
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Professional Contacts – Referrals, Recommendations
Personal Contacts – Referrals, Recommendations
Let’s go one level deeper on the Hiring Mgr for Trade Shows and Industry Events. Whatever their expertise (let’s assume it’s User Experience Design), get them known in the industry as a leader and innovator. Because you are a SME for UX Design, you understand these professionals are very creative and social in nature. Sending them an email with the job description then drilling them over the phone about their skills isn’t going yield good results. Have your HM and her teams attend and speak at key Trade Shows and Industry Events such as the annual DUX Conference. Have your company sponsor these events. If nothing exists, create it! Find out where the leaders in a respective field gather and get your team included and noticed. Get your UX Design team known for creating the most compelling solutions in the industry.
Once the buzz is created about your solutions, people will begin to take notice and will want to know more. Have a way to capture their contact info, but be discreet. This solution should not be a thinly veiled attempt at Recruiting. It should add value to the industry as a whole.
The self-sustaining professional ecosystem is the holy grail of Staffing. Having a constantly refreshed pool of talent to access when needed is something many companies strive to achieve.
The above example provides over 30 different possible resource solutions. Building a successful ecosystem will make your job as a Recruiter much easier and will allow you to exceed the expectations of your Business Partners.
About Paul Davenport:
Paul Davenport is an Executive Sourcer/Researcher with over 13 years of experience in the high-tech field. His drive for world-class solutions has given him the opportunity to work within Cisco Systems, Microsoft, Intuit and other industry-leading organizations.
He has focused the past several years specifically in the Sourcing world where he finds the greatest challenge in Recruitmentâ€¦the ability to find and engage the right talent. While at Cisco Systems, he recognized the importance of Employment Branding while working with Michael McNeal. While at Intuit, he refined the Recruitment Ecosystem model as the leader of Technical Sourcing. While at MS, he was part of a Sourcing All-Star Team including Shally Steckerl, Glenn Gutmacher, Rob McIntosh and Jim Stroud. He currently provides Executive Research & Sourcing consulting through his company, Pacific Enterprise Group, Inc.