{"id":8642,"date":"2012-06-21T17:07:19","date_gmt":"2012-06-22T00:07:19","guid":{"rendered":"http:\/\/www.smartrecruiters.com\/static\/blog\/?p=8642"},"modified":"2017-10-17T10:13:10","modified_gmt":"2017-10-17T17:13:10","slug":"6-reasons-to-recruit-with-intuition","status":"publish","type":"post","link":"https:\/\/www.smartrecruiters.com\/blog\/6-reasons-to-recruit-with-intuition\/","title":{"rendered":"6 Reasons to Recruit with Intuition"},"content":{"rendered":"

Among all mediums influencing recruitment, we quickly come to \u201csocial media technologies.” Not only are these great tools and means for reaching out to people, but also deeply connecting with them. Social Media<\/a>\u00a0facilitates\u00a0 the communication on the internet. A company should ask themselves: where are the candidates, which social media platform<\/a> to use, and what actions\/messaging do we craft for each of them?
\n<\/p>\n

The current economic outlook encourages companies to do three things:<\/p>\n

#1.<\/strong> Getting used to chaos and push for change.<\/p>\n

#2.<\/strong> Going LILO<\/a> (A Little In, A Lot Out i.e.\u00a0Businesses\u00a0with low initial investment and \u00a0a lot of hard work)<\/p>\n

#3.<\/strong> Building relationships with candidates, ahead of any recruitment needs.<\/em><\/p><\/blockquote>\n

Regarding these three points, intuition is at the center. Social media channels are great opportunities for recruiting talent; however, there\u2019s no instruction. Each company has its own specificity and history. Logic alone couldn\u2019t do much, and it\u2019s risky to duplicate old school tactics on new media channels. ROI<\/a> questions are important for planning viable actions, but still difficult to integrate for relationship-building initiatives. This highlights the power of more intuitive decisions and actions, not only during the recruitment process<\/a> but also before advertised jobs.<\/p>\n

Here are six reasons (and points of differentiation) to use a more intuition based talent and recruitment strategy:<\/p>\n

1.<\/strong> Human behavior is hardly predictable.<\/p>\n

2.<\/strong> Some of the most relevant candidates may have atypical profiles and great soft skills, but unfortunately may still be overlooked.<\/p>\n

3.<\/strong> There is no \u201cuniversal\u201d instruction book for using social media channels<\/a>, but a series of test-and-learn moves.<\/p>\n

4.<\/strong> \u201cBlack swans\u201d are not likely to be anticipated.<\/p>\n

5.<\/strong> Other employers are targeting the same talent profiles.<\/p>\n

6.<\/strong> An inspiring workplace is still priority number one (and this brings us to a more intense internal collaboration).<\/p><\/blockquote>\n

We\u2019re talking about building relationships and recruiting at the same time and the idea may be the same when employees play their advocacy role through referrals. However, excessive control, rigid processes and generic external messages can turn your employees into an army of robots, which won\u2019t sound human to your potential employees and will underline micromanagement practices. Managers should strive to create an open, intuitive talent management culture<\/a>.<\/p>\n

Your employees may act upon their intuition to introduce you candidates. And there\u2019s a need to trust and serve them after clarifying the specific goals of the advocacy programs.<\/p>\n

\"@lilianmahoukou\"Lilian Mahoukou<\/a>\u00a0is a France-based marketing professional interested in leveraging social media to spread the word about people-centric initiatives. He also blogs at Doppelganger.name on the use of social media for employment and talent marketing.\u00a0Photo Credit<\/em><\/em>\u00a0Articlesounders<\/a>.<\/p>\n

 <\/p>\n

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6 Reasons to Recruit with Intuition<\/a><\/blockquote>