The standard approach to finding qualified applicants for most businesses is to use direct advertising methods such as job boards, referrals from current employees and social media platforms like LinkedIn.
The amount of jobs and résumés being uploaded on the Internet is astonishing. With so many résumés online to pick and choose, why is it that only 15% of all adverts on job boards get filled? Quite simply because the data (résumés) have not been qualified, nor has the candidate been screen to find their true motivations and needs.
The outcome? A very expensive and time consuming process for businesses to find great employees.
We realised that this problem is not going to go away, in fact, it will only get bigger as time goes on.
And it’s why at Genesis IT we’ve decided to create talent communities.
What are talent communities?
Talent communities are a group of individuals who all have similar interests, usually within IT or a specific business area. individuals involved in these talent communities are not necessarily looking for work, but are there because they are passionate about their career, love to brainstorm new ideas and use the community as a way to motivate and improve their own skills.
In a nutshell, talent communities are very similar to mastermind groups consisting of linked minded individuals seeking to help others and improve themselves.
In each community we place specialist consultants who become our ‘go-to’ resource for learning about the group and the talents of each individual. This allows us to tap into passive elements of the workforce that may or may not be actively looking for work and opportunities.
Job boards and direct advertising casts too wide of a net focusing on quantity rather than quality. A new approach is needed and we strongly believe that talent communities is the future to finding top talent.
What our consultants look for
Consultants attend talent community meetings on a regular basis to interact with groups and keep up-to-date with individual progress. They follow a set of measurements that defines whether an individual is a specialist in their field, these measurements include:
- Ability to present internally and externally to demonstrate advanced knowledge in area of specialisation;
- Attends regular industry events in area of specialisation;
- Becomes a member of a user group and attends regularly;
- Receives a positive write-up in area of specialisation;
- Contributes with opinions and views to relevant media;
- Proactively develops and shares specialist market insights in the form of remuneration guides, candidate bulletins (Fig 2.), job bulletins and industry news;
- Seeks out professional testimonials and endorsements;
- Receives positive feedback process;
- Facilitates roles outside are of specialisation and never works on non-specialist positions
- Wins tender opportunities in areas of specialisation;
- Creates specialist landing pages that are accessed through resumes. Contains information on remuneration guides, candidate bulletins and testimonials.
Check out our LinkedIn page here