Because we have so much data/intelligence at our disposal, I think we have a tendency to over complicate and analyze things to the extent that we become overwhelmed with WHAT WE CAN’T DO rather than focused on getting started with WHAT WE CAN DO!
No better example of this dilemma is the concept of recruiters building talent pipelines/communities.
There is so much being written about using social media to develop communities by leveraging viral marketing strategies using multiple channels (LI, Twitter, FB, etc.) that . . . . it can make your head spin!
And when we humans get overwhelmed, we usually shut down and do nothing.
I was introduced to the Dunbar principle a few years ago. For more info check out the article on the Dunbar principle.
The short version of his principle is that there is a theoretical cognitive limit to the number of people with whom one can maintain stable social relationships. These are relationships in which an individual knows who each person is, and how each person relates to every other person. No precise value has been proposed for Dunbar’s number. It lies between 100 and 230, but a commonly used value is 150.
I have often recommended that we use this complex (yet very simple) theory to start developing talent communities. Instead of getting overwhelmed with all the cool new Web 2.0 things you can do (that you are not getting to!), focus on a simple pragmatic process to get a talent pipeline going.
- Identify the job categories you need or want to develop a pipeline within.
- Within those job categories, start to identify prospects (via your ATS, online databases, LinkedIn, etc.) that you want to develop a relationship with.
- Make an initial contact to engage in dialog (remember to develop a compelling message).
- Over time, develop a candidate relationship management program to regularly connect with these individuals to cultivate the relationship.
- Focus on developing your Top 150 Network – the top 150 candidates that you would like to continually have a relationship with – these can be active or passive candidates.
- As you learn more about individuals in your network, think about replacing folks that are not the ‘quality’ you are seeking with others that are (or you think might be).
- Invest 3-5 hours a week to developing and maintaining your Top 150 Network.
The key is to keep it simple and focus on developing your first 150 relationships. Dunbar would be proud!
Recruitment leaders, imagine how powerful it would be if each of your recruiters had a Top 150 Network!
Once this is created, think about expanding your network by leveraging social media sites, building online communities, etc.
Of course one of the keys to your success is being able to develop relationships with these individuals. Best practices include:
- Becoming a resource to them.
- Providing information of value.
- Providing a compelling value proposition that answers the questions “So What?” and “What’s in it for me?”
Please don’t confuse this message. I do believe that social media tools will transform how we recruit in the future. I am not proposing that you abandon your social media/talent community initiatives! But sometimes taking a simple, pragmatic approach to launch an initiative is the right way to go!
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