NotchUp is making the rounds in the career industry … a new and innovative way of finding those top performing candidates every employer covets. Whether you buy into its philosophy or not, it’s a hot topic. I recently read an article by Recruiter Dr. John Sullivan addressing some of these issues from a recruiting perspective.
This excerpt really struck me, and I wonder … could it also apply to the passive candidate?
"You don't have to utilize NotchUp in order to improve your candidate flow, but you do have to improve your employment branding and interviewing approach. If you're one of those individuals who is constantly complaining about the shortage of qualified candidates, maybe it's time to look in the mirror and realize that it is actually your approach to employment branding, recruiting, and interviewing that is causing your shortage…. The fact is that talent shortages for any single firm are caused by weak branding/recruiting strategies and practices."
If I might seek some grace from Dr. Sullivan, I’d like to re–phrase his comments from a candidate’s perspective.
... in order to improve your candidacy interest, you have to improve your executiv e branding and interviewing approach. If you're one of those individuals who is constantly complaining about the shortage of company interest, maybe it's time to look in the mirror and realize that it is actually your approach to branding, searching, and interviewing that is causing your shortage…. The fact is that prospect shortages for any candidate may be caused in large part by weak branding, networking, and search strategies and practices, combined with a tendency to value (and emphasize) what you did rather than how you delivered and its associated impact.
Thoughts?
