Organizations are realizing that top performers are most interested in learning rather than only increasing their salary. When interviewing top performers and asking them about what it would take for them to switch jobs, they told me that a challenging opportunity would get them to switch, even if that meant a pay cut. Smart companies have started to consolidate their learning and recruiting staff into one group. The synergy produced from the interaction of both groups can really help recruiters not only find talent, but also promote the challenging educational opportunities their company has to offer potential candidates and employees.

Companies are starting to create communities where prospective candidates can participate and learn. Such communities not only promote an open corporate culture, but also allow prospect employees to work with employees and recruiters to create their own pools of potential talent that can be recruited once the right position opens.

We believe that a key to successful recruiting will include a learning component. We have directly seen results from our IMNO.org effort. We have many executives and potential executives who subscribe to our services to learn about management and career improvement. For a company looking for potential managers, IMNO would be a perfect pool to source passive job seekers. Where some head hunters and sourcers would charge anywhere from 30% to a full years salary of a new hire, a community could cost a lot less to start and manage and give you many excellent candidates.

This entry was posted on Saturday, October 20th, 2007 at 1:09 pm and is filed under Recruiting 2.0, Learning. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.