Personal publishing hits the Recruiting Industry in a variety of ways. From the Recruiter’s perspective, there are nearly infinite options for reaching out to prospective candidates. From the candidate’s perspective, the array of options for declaring one’s availability and competencies is enormous.

Blogs, communities, podcasts, video blogs, video interviews, video resumes, participative rating systems, networking tools, social software and, electronic trade groups offer dizzying volumes of possibility. The number of Recruiting blogs is over 500. The number of individual  contributor blogs is in the Millions. From a sourcing perspective, the number places to look is overwhelming.

And, we’re just starting.

In a few short years, the information flow in the Recruiting world changed from a relatively stable landscape to a tsunami of noise. By noise, I mean that what is published is rarely relevant to everyone who might see it. It is no longer possible for anyone to read and reconcile what everyone is saying online. There are many, many voices and only so much time.

And that’s just the world in which Recruiters talk to Recruiters.

The personal publishing options available to candidates simply add to the crushing volume of material flowing in the direction of Recruiters. It’s no surprise, really, that most recruiters are certain that the video resume will not take hold in the markets. Universal Video Resumes would mean an intolerable level of data for Recruiters to manage in their current configurations.

That’s why this is an inflection point.

Workload, industry structure, information volume and velocity, and opportunities for distraction combine together to make a new world for recruiting. Part of the reason that sourcing is becoming a major vector is that it takes professionals to understand and prioritize information flow on a job by job basis. Effective Recruiting means time management now, more than ever.

The biggest thing that interferes with effective Recruiting in this new information swam is the belief that National Markets and Trends matter. When a Recruiting Blogger, Consultant, Analyst or Guru says, “This is the best way to do X.” They are always wrong. The “best way to do X” is a function of geography, industry, job, company culture and temperament/ability of the Recruiter.

The world is getting smaller. That doesn’t mean that generalizations apply more broadly, now. That would involve the world getting bigger. Smaller means more local, more tailored, more customized, more authentic and more personal.

The only way to manage the volume is by specializing and offloading.

John Sumser .-. ©2008 Two Color Hat, Inc. Santa Rosa, CA

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