Opening New Channels

As I read through the recruiting blogs and articles from the last couple days this morning, I saw a common theme that is running in the background of many of them;

Corporations need to open new channels to talent if they are to survive looming labor shortages

I’ve written about this before and believe that shifting the hiring paradigm from “resume/job description” matching to “competency/talent spotting” is crucial to the evolution of corporate recruiting.  It is interesting that more people aren’t making this case prima facia in their articles but are touching on it.  Let me explain.

In another great article by Leslie Stephens, she states that;

Managers frequently request candidates with previous industry experience because they believe it’s a predictor of on-the-job success. That hiring criteria often limits the sources recruiters can tap to find experienced prospects. A review of the employees’ actual performance ratings and the competencies possessed by top performers might be the first step in shifting the hiring paradigm, which in turn opens the door for new sources of hire.

Another article, again touching on this idea of needing to open our collective aperature in the hiring paradigm and create new channels is from Rahgav Singh, who points out;

Many countries have liberalized their immigration policies for high-skilled talent. That poses a major challenge to America’s historic domination in innovation and attracting high-skill immigrants. Australia, Canada, and New Zealand are the most aggressive; they conceive of immigrants as a source of economic growth, and consider highly skilled immigrants to be especially valuable contributors.

The question is;
Which will be easier, changing Hiring Managers minds and opening our specs and actually hiring talent instead of resumes OR changing the minds of the US Government and viewing highly skilled immigrants as valuable economic contributors?