Dynamic is in. Static is out.
I was having a chat with a recruiter the other day and of course I took the opportunity to share my insights into his industry. Let me just say that one of the big, gigantic, jumbo mega trends out there and is that nothing - nothin - can or should remain static. Static is dead and dynamic is in.
Why, you may ask? Because technology (mostly informational) has created the ecosystem to make everything dynamic; there is no industry out there that cannot benefit somehow from the adoption of new informational technologies to make their relationship with its employees or customers much more dynamic, real and transparent.
Needless to say the “recruiting” industry is one that is absolutely ripe for dynamism starting with how they engage the new generation of workers and how they properly engage the tail-end of baby boomers that have been frustrated by their leading edge cohorts (now retiring) that have intensity and pent up energy, packed with immense knowledge in their brains and with a desire to mentor and work with younger entrepreneurs.
Have you heard of my “just in time strategy” concept I asked?
The theory, I proceeded to converse, is rooted in the concept that technology is moving too fast for traditional old ways of creating products and capturing value inside companies. The old, “gate-based” product development cycles with time horizons of three years, are dead. In its place, what companies should do is partner with young upstarts that have the energy, hunger and “eye in the prize” mentality. This is what gets a company to add value in a just in time fashion.
The relevant piece of this concept for recruiters is – of course – that the skill sets that are required (on both sides) to bring together the frenzied young entrepreneur and the slower large company are very different. The traditional and static product development skills now become secondary to partnering, collaborative, negotiation and knowledge transfer skills; these are the skills needed for the future. The recruiter’s new role should be to bring these two worlds together by deeply understanding these new skill sets and matching them to contrasting corporate cultures.
Why, you may ask? Because technology (mostly informational) has created the ecosystem to make everything dynamic; there is no industry out there that cannot benefit somehow from the adoption of new informational technologies to make their relationship with its employees or customers much more dynamic, real and transparent.
Needless to say the “recruiting” industry is one that is absolutely ripe for dynamism starting with how they engage the new generation of workers and how they properly engage the tail-end of baby boomers that have been frustrated by their leading edge cohorts (now retiring) that have intensity and pent up energy, packed with immense knowledge in their brains and with a desire to mentor and work with younger entrepreneurs.
Have you heard of my “just in time strategy” concept I asked?
The theory, I proceeded to converse, is rooted in the concept that technology is moving too fast for traditional old ways of creating products and capturing value inside companies. The old, “gate-based” product development cycles with time horizons of three years, are dead. In its place, what companies should do is partner with young upstarts that have the energy, hunger and “eye in the prize” mentality. This is what gets a company to add value in a just in time fashion.
The relevant piece of this concept for recruiters is – of course – that the skill sets that are required (on both sides) to bring together the frenzied young entrepreneur and the slower large company are very different. The traditional and static product development skills now become secondary to partnering, collaborative, negotiation and knowledge transfer skills; these are the skills needed for the future. The recruiter’s new role should be to bring these two worlds together by deeply understanding these new skill sets and matching them to contrasting corporate cultures.
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