Ghosting the Job Posting?
Over the years, companies have been forced to try new techniques when it comes to attracting talent with varying degrees of success. I’ve seen everything from partnering with universities and working closely with professors having students solve real business problems to eliminating the concept of posting a job and instead of reviewing hundreds of applications, tapping into employees networks as a pool of talent. While both of these techniques seem valuable in theory they seem to fall short. In regard to partnering with universities, these relationships often allow companies to give universities problems for their students to solve, which can help both parties, but the issue falls within having students who are familiar with the university curriculum and that doesn’t necessarily align with what every company needs. When it comes to tapping individuals from the company network, you run into the issue of having access to a limited group of individuals. It’s great for a company to build their own community of talent but it shouldn’t eliminate the idea of going beyond that network.
Build It and They Will Come
Another interesting concept to consider is the benefits of hiring teams rather than individuals.
According to organizational psychologist Rachel Mendelowitz, “The way we’ve set up our workforce drives a marketplace that pits individuals against one another, yet we are constantly encouraging them to collaborate and work together to innovate and drive results.” There are numerous studies that suggest strong teams outperform “unicorn” individuals and ultimately individuals join existing teams so the concept of hiring a cohesive team from the getgo isn’t such a far-fetched idea.