Recent years have vividly underscored the point that we live in a connected, intertwined and complex financial world. But this complexity is not confined only to select sectors or industries. Leadership and talent management is but one internal company discipline that is undergoing interesting changes.
Danish Anna Holm, Ph.D. was interviewed by the Danish newspaper ErhvervsBladet (25.10.2010) on her thesis on the importance of the Internet in the recruitment process. She concludes that the Internet is best place to attract new talents for companies. Traditional print ads and similar old school methods simply do not have sufficient reach. In fact, over 40% of US firms use Facebook in their recruitment process.
Taking Holm’s point even further to how to identify and define a talent, the current change becomes more interesting. Companies have traditionally used a candidate’s resume to infer his or hers leadership potential. Like a balance sheet a retrospective view of the candidates achievements. Today’s uncertainty and rapid changes requires a forward-looking perspective. In real time.
Future leaders are expected to be able to use social media in their leadership of a disperse and diverse workforce. But this ability cannot be described within the context of a resume. It would make no sense. This ability would have to be experienced and perceived. This is where online recruitment can make use of open innovation platforms e.g. www.millionbrains.com.
The purpose of open innovation platforms is to connect people and use their combined intelligence to solve complex challenges. Used correctly, companies can use an OI platform in the recruiting process or when assessing the leadership talent pool within the company.
One method could be as simple as to have candidates be sponsors of a challenge posted on an OI platform, then monitor and evaluate how the candidate engages and leads the community in the process. The benefits of this simple process are multiple. To the company, the challenges could represent real issues which need to be resolved. To the candidates, the process permit them to leave the confinement of the resume and to differentiate themselves in real life as opposed to an interview situation.
If the recruitment process is undergoing changes as Holm concludes, what pitfalls do you foresee and how to resolve them?