The future of recruitment: Attracting “change-makers”

by 28 Feb 2014
The new breed of high-value employees are motivated by their desire to innovate, to create, to make an impact. They’re known as the “change-makers” and if you want them on your team, you first need to know where to find them and how to connect.
 
Employees are increasingly seeing the value of creating their own personal brand, in an effort to cut through a cluttered candidate market and develop their own clear career path. These types of people have “an inherent care for changing something of importance to them in the world”, said Irene Kotov, HR business partner turned personal branding strategist with Arielle Careers.
 
“This growing trend in online personal branding is born out of a culture of people who've started 'side-hustles' or start ups, which they plan to ultimately, down the track, become their full time roles,” Kotov said.
 
“The recruitment world is changing. We need to start focusing on finding and attracting these types of candidates; those with drive and inherent leadership qualities – the change-makers. The future of successful organisations lies in the recruitment of change-makers, as the key to having a solid business is linked to finding these people.”
 
As a HR professional, where do you find these mythical change-makers? It’s not simply a case of weeding them out during the recruitment process, because they’re unlikely to be there in the first place.
 
“The problem is, these change-makers aren't attending your traditional networking events or looking for a job on Seek – which is where most HR people are still looking for their candidates,” Kotov said.
 
“Increasingly, these high-performers are connecting with potential employers, colleagues and business partners through social networks and social media conversations. It's important for HR professionals to be aware of this and to ensure you're keeping your finger on the pulse of up-and-coming recruitment trends. It’s also crucial to explore ways to connect with them, whether it’s through blog commentary or Twitter conversations.”
 

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