We all need to eat. In relatively recent history, mankind essentially had two options for procuring nourishment: hunt or farm. They both require careful preparation, patience and deliberate execution; however the strategy is different for each. I’m sure there were some savvy families who applied both methods. I’m not the first one to make this analogy to talent acquisition, but I like it.
For a long time, corporate staffing has been very transactional. A need arises, a req is created and the quicker a warm body can be in the seat, the better. It’s a process quite similar to the hungry hunter. He needs to eat and has no food, so he has no choice but to go out and hunt the first prey he finds.
The farmer, however, has taken a different approach. He began by plowing the field and determining exactly what he wanted to plant. Then he continued to sew the seeds and apply the right fertilizer. While the crop grows, he tends the plants and keeps them pointing in the right direction. Ultimately, at the end of the year, he’s able to harvest and has a stockpile.
Hunting is very popular in talent acquisition. In my opinion, the optimal organization would apply strategies from both methods. There are going to be times when it’s best to hunt. However, with a good farm, there is a tremendous advantage of being able to pick the perfect pepper to accompany the meal being prepared.
Between the dynamics of the economy and sites like Twitter, Facebook and LinkedIn, right now the soil is as fertile as its ever been. With proper planning and preparation, any talent acquisition department can be both an expert hunter and a green thumb at the same time.
Brian Fish is a Client Relationship Director at iCIMS.
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