Appearance and being — do recruiters represent their companies?

Social referrals, viral social media campaigns and infographic job descriptions: there are hundreds of new ideas on how to attract new talent, but how innovative are companies internally?

burgerThe war for talent calls for an attractive recruiting process and of course, recruiters are more or less forced to use modern methods to attract/source the best talents. But I wondered how wide of a gap the perception of a company could be for a potential employee as an outsider, compared to a current staff member. My hypothesis: it differs a lot.

While recruiters can, and do, come up with creative ways to attract talent, such as giving away cows in Farmville in return for a resume, it seems that many companies still rely on clunky Excel spreadsheets when it comes to capturing internal HR.

Candidates and employees would expect that companies try new ways to recruit talent, but also to offer an improved working environment in that company. Recruiters connect and use new communication tools to get your attention and motivation to apply. Another great gamification example is the partnership of Plague, one of the most popular IPhone/IPad games and Risk Management Solutions (RMS). RMS created its own character in the game that supports the player with information on disaster and crisis situations such as their business in real world. That way, they were able to reach hundreds of millions of potential job candidates and raised their brand awareness. From talking to a recruiter from RMS, I know that appearance and being doesn’t differ a lot, but obviously working at RMS cannot be compared with an IPhone game.

Also, Twitter plays a big role for a lot of recruiting processes and companies reach out to their potential employees by it. Personally, I would feel a bit misled if a company uses creative modern methods to recruit me, and then end up working in an antiquated company culture. Of course, companies try to rethink processes, but just based on my experiences in discussion with HR generalists recently at New York TechDay it seems that my hypothesis is true. Surprisingly, many companies told me that they did not have software solutions in place for a variety of HR tasks and still rely on pen and paper or excel spreadsheets in their approach to keeping employees entertained.

The day-to-day working world has changed, and employees want to connect, share and learn from their peers, and they expect it instantaneously. People already use several ways to communicate throughout the day, so why not apply these behaviors for improving company culture and be more innovative internally?

Recruiters are spearheading the way new technologies can be used in human resources and it’s time that the entire company catches up. New hires (and I guess old ones too!) would expect that companies use new technologies not only to get them on board, but also to improve the internal working environment.

HR shouldn’t give up proven traditions completely, but rethink their ways and be more social like (their) recruiters. Start with checking out some affordable and free tools e.g. on

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