- About John
In case you didn’t hear about it, college football powerhouse Alabama recently offered a scholarship to eighth-grade football player Dylan Moses and LSU offered a scholarship to a ninth grader. Before you react in shock as a parent might, consider the fact that teenage talent may be the last remaining untapped corporate recruiting pool.
Most corporate recruiting leaders wear blinders that prevent them from even considering recruiting top high school and non-degreed talent into their professional positions. Not every recruiting leader has a fear of recruiting teenagers, however. In fact the “early-age talent” benchmark recruiting standard was set a long time ago by sports recruiters.
It’s well-known that NBA basketball has prospered as a result of hiring right-out-of-high school talent like LeBron, Dwight Howard, Kevin Garnett, and Kobe Bryant who quickly proved themselves. In the corporate world, Google, Facebook, Yahoo, and Microsoft are leaders in teenage recruiting (Microsoft attempted to recruit Mark Zuckerberg after he created his Synapse program in high school). Many corporate recruiters and managers will immediately reject the concept of recruiting high school talent, but such an old-fashioned snap judgment could be costing their firms millions of dollars. (more…)
The most costly recruiting error in recent history was revealed last week.
On Wednesday, Facebook announced its nearly $19 billion purchase of the instant-messaging firm WhatsApp. But the real news about the acquisition relates to the colossal recruiting failure that occurred a handful of years earlier (as reported byForbes) when both WhatsApp founders Jan Koum and Brian Acton applied for a job at Facebook and were rejected (Acton was also rejected by Twitter).
As Brian Acton put it ,“We’re part of the Facebook reject club.” You could easily argue that this colossal “hiring miss” cost Facebook billions, and as a result, this hiring error has to rank near the top “not hired” errors, only rivaled by HP’s rejection of Steve Jobs for not having a college degree. If you are a corporate talent manager, this and similar errors should now become a critical part of your business case for fully funding an effective recruiting team and flawless hiring process. (more…)
As a professor in a large business school, I am frequently asked, “What is the most exciting and impactful job in the corporate world?” While others may answer differently, to me the most exciting and impactful job is clearly recruiting.
It is full of excitement because every day as a recruiter you are in a head-to-head competition to attract top talent, and fortunately you know definitively within 90 days whether you have beaten the competition. The impact of a recruiter is twofold: first, you can literally change the life of an individual by placing them in their dream job, and second, you can effectively change the direction and the success of a corporation with a single great hire in a key job (i.e. recruiting LeBron to your NBA team).
So if you’re a college student ready to select a career or someone who is considering shifting into a new career field, I have compiled a list of the many reasons why you should consider becoming a corporate recruiter.
Even if you have no interest in becoming a recruiter, reviewing the list might give you some insight into why the recruiters you deal with are so passionate about what they do. (more…)
There is an emerging recruiting trend where traditional employee referral programs are being expanded to allow non-employees to submit referrals. I call these variation “friends of the firm” referrals (FOF) because it expands the number of individuals who are looking for top talent for your firm beyond the traditional employee base. So that those looking for talent now include family, vendors, and other individuals who both like your firm and understand its talent needs.
Some of the many benefits that can occur to a firm that offers FOF referrals include:
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