CareerTours, a national recruitment resource, has developed a new way to recruit called "Frictionless Recruiting" that will provide employers with a revolutionary new way to recruit talent while minimizing the friction inherent in the recruiting process. The innovative process will enable an organization to display its culture using web-based audio, slideshows, and video, as well as sharing a company's organizational structure and management philosophy. The service will launch nationwide on January 15, 2007.This caught my eye because I thought it was at least one other approach in trying to help both sides of the process help each other as we continue what seems like the eternal and clearly flawed process of trying to find "fit."
I am sure that we all have seen the surveys which seem not to have changed much; at least not as far back as I can remember. Bottom line, the vast majority of those of us who have failed at some point in our careers (i.e. "got carried out sideways as they used to say) experienced that outcome not because of a lack of technical expertise, but fell victim to what has been variously described as "a lack of chemistry," "a personality conflict," or "couldn't fit in with the culture, etc." The story has played out for such a long time that in terms of age it is probably only surpassed by Adam and Eve, and the track record of those that "didn't work" makes Matt Millen's record as GM of the Lions look like Hall of Fame numbers.
When it comes to negotiations, there is an old saying that "Information is Power" and for sure I would be the last person to argue with that fact. When it comes to trying to find "fit", I think the same principal applies. The best tool either the employer or the candidate have to use as they try and make a decision that they both hope (individually and collectively) turns out to be a good one is the exchange of information.
If you read what the Bugler piece has to say about CareerTours "Frictionless Recruiting" one would think that they have found a way to electronically inject sodium pentothal into the process. Strikes me as pretty idealistic to say the least, but since they were only supposed to launch on January 15th, I guess we'll have to wait and see what they will be able to do to "keep it real" so that both parties get something other than well crafted marketing hype.
For my money, the name of the game is research, research, research, and that certainly includes talking to people who work there or have worked there. From an employer's perspective you are talking about a big bucks investment that depending on how you keep score is easily well into six or seven figures, and from the candidate's perspective, it's your life your messing around with.
Try putting a price on that.