Dynamic financial services organisation 12 month contract – immediate start Competitive daily rate Highly regarded financial services organisation is seeking an experienced Senior Project Communications Specialist to join their dynamic Marketing team. This is a… Read More
Like Marketing, Recruitment is now all about segmentation and talking to a targeted audience.
The world of talent sourcing has changed. No longer does a mass market broadcast, detailing an opportunity give recruitment firms the right or legitimacy to do business.
At the executive level, the historical approach of recruitment has been flipped on its head and it’s now highly targeted and largely proactive engagement strategies, that bear the ultimate result. The days of publishing an ad in print or on the many online job sites is eroding. At Ampersand, we call that ‘lazy recruitment’. The mass advertising approach only delivers one small and often untargeted, generalist view of the world rather than tapping into specific subject matter expertise based on market knowledge, reputation, proven credentials and relationships that have been invested in over many years. This is the true value of an experienced talent or search firm and consultant or headhunter.
The necessity now is for recruitment firms and consultants to build a strong and interactive brand that engages professionals in a particular space through the provision of insights and thought leadership, via online or face to face forums. In Ampersand’s case at the Executive and Search level, this has been highly relevant in the growth of traditional practices such as Marketing, Communications and Corporate Affairs as well as our rapid growth practices such as Digital; Business Enablement (Change, Transformation and Project Services) and; Data, Analytics and Insights.
At the core is engaging the right professionals upstream and building a community of relevant followers, who are known to you and in your immediate network or circle. These are communities of shared knowledge and where you can learn and from a talent sourcing perspective engage with them directly to profile career opportunities when they arise. The majority of these practitioners are passive and not trawling job boards.
Simplistic in many ways, but why try and talk to an irrelevant market by employing a blanket advertisement or broadcast approach when you can talk directly to those who hold the experience, credentials and currency, who are of superior interest.
With the advancement of technology and social platforms, it’s now more important than ever that professionals at all levels actively build their profile and personal brand. The development of LinkedIn is just one example whereby practitioners with a detailed and comprehensive profile are more likely to be found and engaged with, rather than those who are absent.
One thing is for sure, change is a constant and in everything we do, we need to stay relevant.