Talent Communities – The Future of Recruiting Millennials

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No job postings. Talent community. Corporate insider. More human interaction. Google hangouts. Biweekly tweetchats. Relationship building. Interests and skills. Hire for attitude and personality. Matches. Connections. All these are buzz phrases you will likely hear more and more as the workforce landscape continues to morph and change in the 21st Century.

Information technology and recessions have allowed, encouraged, and in some cases, forced entrepreneurship, globalization, organizational restructuring, and a diversified workforce unlike anything we have ever seen in the past. More women are working, more dual-income families exist, and even post-retirement individuals are taking on jobs.

Enter Millennials. According to an article written by Joan Snyder Kuhl, this generation (aka generation Y) are 80 million strong in the U.S. alone. They are the most educated, the most diverse, and have different talents and needs than other generations. According to the Pew Research Center, “millennials will be roughly 50 percent of the U.S. workforce by 2020 and 75 percent of the global workforce by 2030.” What’s disturbing about these numbers is according to a 2011 Gallup survey the unemployment rate among this group remains at 30 percent.

Millennials

With Baby boomers aggressively retiring, employers will experience huge gaps of expertise and talent if they don’t start engaging millennials now. There are no other options – millennials are the future – no ifs, ands, or buts about it. If companies want to continue to be innovative and attract and keep future talent, now is the time to include millennials in their future business strategy. Your company’s culture, management style, and onboarding practices must appeal to them. Google and Apple are prime examples of companies who are already excelling at this. Zappos is not far behind and has stepped out of the proverbial job board box with their “No Job Postings” recruiting approach.

In June 2014, Dr. John Sullivan examined Zappos’ approach with his “Innovation or Craziness” article. While the article is lengthy, it does provide Zappos (and any other company looking to introduce a new approach to recruiting) some food for thought. The “potential problems” he discusses somewhat outweigh the “advantages,” so the approach will likely continue to be tweaked as they seek to build relationships and make talent connections.

1stGig is a company which takes the “No Job Postings” approach a step further. The online recruitment solution is a career matchmaking system for employers and college students. Today’s future graduates care about a company’s vibe and values, and companies want candidates who fit their culture and requirements. 1stGig separates early career building from job hunting by allowing students to begin networking well before graduation based on shared interests instead of current job openings. The concept is to build a talent pool of like-minded individuals from which to begin crafting roles for the future. The proprietary algorithm works 24/7/365, delivering a constant stream of potential talent based on career profile matches which are 100% pre-qualified and pre-screened.

1stGig allows employers to build talent communities that they (like Zappos) can engage with before a career opportunity is even on the table. Employers simply identify specific areas within the company that would benefit from having a pool of talent to reach out to and then create profiles of what is required for those areas. Once matches are made, employers can invite them into conversations via social media, on-site career days, etc. Having people who are engaged in conversations and who are familiar with employer brands is a great way to extend a career opportunity when the time is right. As these communities share their ideas, concerns, and questions, confidence and synergy is created. When it’s time to hire and onboard, employers already know people within the talent communities thus enabling them to choose the people who best fit their criteria. People who are willing to fully engage with an employer without any promise of a job are the ones who will likely stay for the long haul and fully contribute to the bottom line once an offer is extended.

Congratulations to those companies who are embracing the interests and needs of our up and coming young professionals. As you begin to make connections and build relationships with this group, you will discover creative ideas, innovation, entrepreneurial spirits, and a work ethic that wishes to connect and learn and discover and be recognized for their individuality. Embrace the changes. Make the connections. Discover the possibility of the future.

 

 

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