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Collaborative Partnerships: Moving Beyond Sourcing Overload


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Technology and process innovations in the last two decades have transformed the way organizations find, filter and assess candidates. We’ve borne witness to, written about and experienced the move from paper-based resumes and print advertising to job boards, networking and niche sites and social media. While the methods for reaching candidates may have changed, the essence of quality recruiting has remained constant: Getting top candidates requires strong collaborative partnerships between organizations, candidates and third-party providers.

Back when executive search specialists were largely the gateway to high-potentials and top performers, tapping into the most sought-after talent was typically done through personal networking, using a recruiter’s own contacts and referrals. The process was expensive and lengthy, but recruiters forged the right relationships, knew the company culture and business needs, and worked collaboratively to source the right candidates for open positions.

Today, with the proliferation of solutions and magnitude of sources, communication and collaboration have fallen to the wayside, impacting results and efficiencies. The trend to source across job boards, job aggregators, networking and niche sites and social communities results in sourcing overload and an inability to develop relationships with the right talent.

Casting a wider net doesn’t necessarily connect you with the right talent. Rather, building long-term talent communities that put candidates at the forefront of the recruiting strategy can draw the talent you want. With the right strategic partner, organizations can collaborate to bring greater success.

What collaboration methods yield the best results?

Establish a focused talent community

Focused talent communities that put the power in the hands of candidates can deliver higher levels of engagement and access to right-fit talent. A single candidate-controlled profile is easy to update and provides recruiters with access to current information. A focused talent community is a collaborative effort between technology, candidates and companies; through the right strategic partnership, organizations can build a focused talent community, maintain relationships with key candidates and secure the talent they need to meet business goals.

Create an outstanding candidate experience

A positive candidate experience is often what keeps top talent interested, even if they are not yet ready to leave their current position. Collaborating with candidates and providing relevant, ongoing communication add value to the relationship and ensure access to top talent for future hires. Whether an applicant is hired or not, staying in contact with talent promotes a more positive candidate experience and distinguishes the employment brand.

Put the power in the hands of the candidate

In a private community, candidates have control over who sees their information, enabling them to explore opportunities of interest in a confidential manner. Similar to the relationship candidates used to have with recruiters, they can share their background, experience, skills and aspirations and benefit from professional networking in a discreet manner. For organizations, they can use this information to generate more precise matches.

Select the right strategic partner

With smarter technology that relies on structured data, employers can recruit more effectively and identify precise matches to the business need. Structured data and centralized candidate sourcing increases efficiencies and helps organizations connect with top talent faster. 

Talent communities of the future will empower candidates and enable them to market their capabilities using a single profile. The right strategic partnerships with technology providers will allow employers to leverage those profiles for outstanding recruiting results. In addition, these partnerships will enable employers to expand candidate relationships in a confidential manner while delivering a positive candidate experience to both passive and active candidates. Organizations that demonstrate strong collaboration between recruiters, vendors, and candidates can deliver a better candidate experience, get faster access to top talent and achieve competitive advantage.

Brin McCagg, co-founder, president and COO of Onewire, has more than 20 years of entrepreneurial and executive management experience. Between 2005 and 2007, McCagg served as Executive Vice President of Control Point Solutions, a telecomm expense management company owned by ABS Capital Partners. McCagg helped restructure the operations and position the business for a sale. Between 2003 and 2004, he served as Executive Vice President of Flight Options, Inc., an $800mm private aviation company owned by Raytheon and Monitor Clipper Partners. McCagg helped restructure the business, reduce losses from $40mm to $6mm and position the company for a sale. From 1998 to 2002, he founded and served as CEO and Chairman of TradeOut Inc., a 240 person, online industrial asset management company, which was financed and partnered with GE Capital, Goldman Sachs, Chase Bank and eBay. After filing to go public, the company was ultimately sold. From 1991 to 1997, he co-founded and served as President of Full Circle, Inc., a hazardous waste recycling company, which merged in 1995 with EVTC, a NASDAQ listed company. McCagg started his career as an investment banker at Drexel Burnham Lambert and received an MBA from The Wharton School. You can follow him on Twitter at @Brin_McCagg.