How to evolve into a future-ready sourcing mindset
Write holistic boolean strings, taking into consideration inclusion and diversity
The main goal in my talk @SOSU in Munich was all about asking everyone to consider raising their awareness and CHANGING THEIR SOURCING/ Recruitment MINDSET.
Sourcers / recruiters need to change their mindset. If you source like a robot, you will be replaced by one..
Source for high quality, future-ready profiles FIRST.
Refresh the way you review profiles and CVs.
Every company now needs polymaths/generalists in their teams.
Do all you can to assess the potential candidates in the sourcing process BEFORE you forward them to the recruiter, or BEFORE they go through the interview process in the company.
Don’t downplay the narrow AI only because it is not delivering 100% performance. The worst thing you can do right now is watchful waiting. Sitting on the fence.
Allocate time to learn how AI is going to change the workplace and YOUR JOB.
You all know me as someone who is very keen on technology. I love robots and automation. But I don’t like humans acting like robots. That’s not what we were destined for. Lately, I feel that we are sourcing more and more like robots. And dear ones, if we source like robots, I guarantee you that we will be replaced by a robot who will do it all better than any one of us can.
I am going to say something that may be a bit difficult to hear…But as I see it…Linkedin has raised a generation of sourcers and recruiters, stripping them of their (inherent) creativity. Sourcing in Linkedin means dropping a few keywords in the relevant fields, press enter, review the profiles (not always) and send InMails. To add insult to injury, I know of companies that use Linkedin recruiter ONLY for the purpose of targeting those that are “open to opportunities”.
I wanted to remind us all, that EVERYONE in our country and on the planet…is doing the same as we are doing. We have zero competitive advantage if this is (only) how we roll.
My second goal was to raise awareness on how we read the profiles and CVs and how set we are in our ways in what we are looking for. “If they don’t have this or that experience, from this or that company, with this or that degree – Then they are not a fit”. I met sourcers and recruiters perfecting this to an art. In a split second they “know” if this profile is a “fit” or “not a fit”. While I totally understand the need for all this in very specific roles (we don’t want a physician or a nurse without a degree), there are enough roles out there that do not require this kind of “automatic” screening.
It’s an axiom: It’s a WAR out there. The fast pace in which technology is growing and developing creates a situation where we have a huge shortage in skills to work with these technologies. I will go as far as to say that I feel another shift, back to mass mailing and hysteria. If once upon a time everyone was spamming, we managed to talk and teach on personalization. But now I feel that spamming is back on. I have personally experienced mass mailing spamming. It’s beginning to feel like some sourcers/recruiters don’t care anymore. F____ personalization. They need candidates and they need them now.
This is why recruiting for soft skills, is a must.
Influenced by great HR Tech applications and platforms that I also mentioned in my talk, such as Knack, chatbots and other “AI” assessment tools, I want to suggest that we start with these assessments in the SOURCING stage and NOT later on in the process. Forward those profiles that will be more aligned with the company’s culture and the soft skills in specific roles.
And why only source for culture-fit? Why not source for potential candidates who demonstrated excellence in their work or private lives?
For me this was a special presentation, as I took the opportunity to “come out of the closet” as a “polymath”.
I use the term “coming out of the closet” because this used to be and IS STILL considered a “problem in the workplace” and after having read the Polymath (by Waqas Ahmed), I have finally received the validation and legitimacy to “show my true colors”. Polymaths are more apt to neuroplasticity (learn new stuff quickly). Open mindedness, adaptability, creativity, curiosity and having multidisciplinary interests are our core skills.
Every company now needs Generalists. Those are the employees with the creative, innovative minds and there is nothing (almost) you ask those employees tod that they can deal with. Like chameleons, we perform almost any given task.
As I shared in my talk, one of my managers told me that he tagged me as a “fertilizer” (Israel is less PC…😊) as I had many good insights on many topics that weren’t even in my domain…such as QA for example…His belief is that every manager should have 1-2 of those employees as they bring immense added value, although very hard to manage…
When we say recruit for inclusion and diversity, I will add, look at the profiles and CVs with a fresh look – If you see people like me, deemed “unstable in their careers” or “all over the place”, don’t push those away, rather see those as high-demand qualities. It’s at the interaction of such diverse knowledge that innovation thrives.
I also added great tips on how to write the Booleans for such searches, the kind of terms one should use when sourcing.
The perfect Boolean string should include keywords for hard skills, soft skills, excellence and skills that point out to future-ready potential candidates. The Boolean string, 2 dimensional up until now, should become 3D and as holistic as possible.
I would like to emphasize – Something really big is going on. The changes technology is bringing into the industry are HUGE. Don’t downplay them because they don’t deliver 100% performance as of yet. Don’t underestimate the pace in which this is happening. The worst thing you can do right now is watchful waiting. Sitting on the fence. Allocate time to learn how AI is going to change the workplace and YOUR JOB.
As I learned in one of my brain courses – The brain cannot unlearn something new that it learned. It is my hope that after reading this post you will approach your Boolean strings in a different mindset and as a result generate higher quality, future-ready profiles.