Some weeks ago, I was surprised by a french student contribution in a digital economic magazine (www.alliancy.fr), regarding her vision of the recruitment in the next 15th years future (2030).

Her contribution is named « Recruiters, seduce us » (translation from fr). The contribution is available here (in french).
http://vivreen2030.alliancy.fr/contribution/outils/aux-recruteurs-de-nous-seduire/

Vision of the recruitment process is described within two key topics:

1) How Social networks are changing recruitment processes.

2) A new relation and balance for both employers and Job seekers.

Social networks bring new communication and analyse methods within Job’s processes. Algorithm and key words are the new tools for recruiters.  (its understandable when you receiving hundreds of resume per day).

But the real change concerns job seekers who are also using algorithms.

This process raises the question: Do both algorithms communicate with each other? Do they match relevant results, or not?

Mass publication of CVs and Job’s offers makes no Sens.

Because, in the real life, the final decision is taken by human beings! It’s Odd.

Social networks provide with more than a resume and key skills, they bring also emotional and personality information; discussion, debates, contributions, comments and even a profile picture (a single photo is instinctively interpreted, depending on the individual, its human!). Algorithms do not manage those emotional input.

A new balance and relationship is challenged.

Companies are communicating more and more about their values, their image and reputation. But how many managers inside companies reflect these values?

What happen during a Job interview where everyone plays a role? An interview aims to exchange personality features and common interests. The seeker brings his resume and skills, the Hirer explains company values and objectives. Remains the Human touch. Passing over this « touch », for both parties, could lead to the bad decision;

HIRED! Conflict guaranteed.

DO NOT FAKE; it’s easy for the job’s requester, not obvious for the applicant.

The relation must be balanced. HOW?

Companies must published their Resume and Motivation Letter too.

Resume and motivation letter of the final decision maker, the one who is actually hiring (n+1, colleague, Boss,…).

A win-win situation. This approach could lead to a better compatibility between skills and personality. Gaining time for each person. Hiring process is a matter of human communication . This not a business procedure or logistics at the end.
Managers should also demonstrated their personality and compliancy with Company’s values.

Human Resources (HR) are now part of the Digital Transformation by leading the Company e-Reputation. Because, the new generation of Job’s applicant requires CONSISTENCY. HR are so part of the Marketing strategy by using Social networks as a communication channel. Companies can no more dissociate their Brand image’s visibility from employees reputation, especially concerning theirs Managers.

Companies and HR department, must demonstrated an up to date Management profiles and function. This is part of the e-Reputation strategy. Consistency is a value leaded by people.

Adopt a Job; Adopt a Boss !

Each Managers and executives are part of the e-Reputation. A way to limit bad decision and to avoid future conflict and depression.