Chances are high that any salesperson you have met since 1992 can recite lines, if not the entire script, from Glengarry Glen Ross. David Mamet’s 1984 Pulitzer Prize and Tony Award winning play was adapted to film in 1992 with the likes of Jack Lemmon, Kevin Spacey, Al Pacino and Alec Baldwin giving way to memorable quotes, and providing fodder for film buffs and sales trainers alike.
Despite the origin of the term – whether or not it was Mamet – Baldwin’s character brings the concept of the “ABCs of sales” to new life and gives entrance to modern sales vocabulary in one of the film’s most memorable scenes: Always Be Closing.
As personal online networks like Facebook grow to more than 500 million users and professional online networks like LinkedIn hit audience levels of more than 100 million, it’s evident that when fueled by technology, connectivity is easier and more accessible than ever. The agents in Glengarry Glen Ross may not have been concerned with the relationships they were building (or not building) in always-be-closing deals; however, as the economy and job market recover today, solidifying relationships between individuals and organizations is crucial for pipelining future talent.
Whether your organization consists of five people or you’re part of the Fortune 500, social platforms, such as Facebook and Twitter, have opened up opportunities to target and attract new candidate streams that are otherwise inaccessible. Despite your industry, user-generated outlets like YouTube and WordPress have given your audiences the ability to sing your praises or sink your battleship with their reviews of your product, process, staff, and service.
As recruitment evolves via emerging technologies, how do you make the most of opportunities to push your brand forward? Put a spin on Baldwin’s insightful speech, making your goal to “Always Be Connecting.”
Because everyone has their 2 cents
Just as the adage goes – without being crude – opinions are like certain body parts, and everyone has them. No matter who you are or where you come from, you will think a specific way about a place, interest, topic, etc. Opinions can be formed through first- or secondhand experiences, education, and –although we might not like to admit it – even stereotypes and biases.
Sites like Glassdoor.com, Jobitorial.com, and Careerbliss.com provide platforms for past and present employees as well as interviewees to provide reviews of your organization. If a candidate has a bad experience and feels as though your interviewing process was unprofessional, warranted or not, the candidate has highly popular websites on which to post that opinion. And with 64 percent of candidates researching companies before even applying to a position, overwhelming amounts of negative 2 cents can add up to serious recruitment challenges, whereas glowing employment reviews can propel recruitment efforts.
Because it’s human nature
In just seven short years, Facebook has grown to be the world’s largest online social network, with more than 700 billion minutes spent on the site each month and a 50 percent daily log-in rate. Despite your 2 cents about Facebook, not many can argue that the phenomenon is akin to who we are as human beings – creatures with a disposition to connect to others, validate our thoughts and perhaps self-worth through those that we know, and possibly even play out our innate voyeuristic and narcissistic tendencies. (OK, so this might be a stretch. But keep in mind that photo sharing and photo viewing are top activities on the site en-masse, and the average Facebook user changes their profile picture more than 18 times a year – three times the amount they did only a couple of years ago.)
Because everyone is a passive job seeker
In the last six months, I have consulted a handful of Fortune 500 organizations that are launching social media strategies aimed at employment branding for the first time. These organizations have been active in the social space for years, but they are just now beginning to use the platforms for recruitment and employment branding campaigns. Just a few weeks ago, The Wall Street Journal reported a similar trend in which some boutique firms have conducted almost twice the amount of employer branding analyses than in years prior.
Regardless of whether people will actually label themselves “active” or “passive” job seekers, it’s safe to assume that at almost any given point in time, everyone, no matter how happy they are with their position and organization, is a passive jobseeker. People are typically taught and encouraged to pursue greater opportunities and not accept complacency. Managers don’t accept mediocre performance, and people shouldn’t accept mediocrity in their careers. No matter how sufficed one might be in their career, opportunities for advancement, increases in pay or benefits, better work-life balances, shorter commuting times, and more flexible hours can all be motivating factors for a happy and high-performing individual to move to another organization. As most recruiters and hiring managers know, talent is hard to find and equally hard to keep.
As the job market recovers, expect to see more and more companies marketing their organization almost as a product to candidates – a product that is desired, offers value beyond a paycheck and has many other happy customers (in the form of current employees).
The future of recruitment truly does transform Mamet and Baldwin’s “Always Be Closing” concept to “Always Be Connecting.” Social media and employment branding are now part of the strategies for pipelining talent post-recession. Note that social media is not going to take the place of email marketing, targeted advertising, out of home advertising, print, TV, radio or any other platform on which your company currently sees recruitment success. Instead, it’s a supplement – an ongoing effort. Social media takes strategy and helps forms the right path for conversations. And while it – like people – may not be 100 percent controllable – social media gives your organization and the individuals at your organization the opportunity to create connections. Through it, you can actually show your company’s value proposition as well as give your employees – real people with unique stories – the opportunity to share how they contribute to your company’s success. It’s these stories from these brand advocates that will give life, reason and passion to why they’re working for your organization and why others should, too.
As a company with a growing employment brand, you’ll be able to participate in online conversations where appropriate, engage current and future employees and enthusiasts, provide a platform of information and education for your targeted audience to discuss topics of interest, and truly begin a long-term and evolving strategy for your employment value proposition.