Before founding BrightMesh, Vitaly developed a spectrum of
experiences working in various roles primarily in IT industry. The experiences
ranged from the hands-on software development to project management and consulting.
Several years ago Vitaly somewhat unexpectedly found himself immersed in
recruiting – building teams for the various projects. This later led to the
realization of how inefficient the current hiring routines are.
Bringing the right people on board is the most important problem
that every organization has to deal with and yet despite its ubiquity there is
no solution without considerable shortcomings. It was a worthy challenge and
that’s how BrightMesh was started.
Vitaly’s long term interest in addressing two seemingly opposite types
of problems – finding a needle in a haystack and seeing the forest for the
trees, in recent years got focused on the explosive growth of the online data
created by people and the tools that can make some sense of this growing ocean
of information.
Feel free to contact Vitaly on BrightMesh.
A good recruiter can provide a great value both to employers and capable professionals, and yet it’s hardly a secret that there is a negative stigma associated with the recruiting profession and good recruiters are the first to acknowledge this fact. The field is littered with low-quality service providers who act as telemarketers. They continuously spam potential candidates and clients, often having no idea what they are talking about.
Google+, +1 Button, Sparks, Circles… It is obvious that after a long delay and several unsuccessful attempts Google is very serious about extending its services into the social media space. It is more than likely that this time it will make a significant impact on the way people use social media but will it affect the recruiting strategies? I think it will and here is why.
It is easy to come across the recommendations that pitch the same recipe to approaching Gen Y. Here is the gist:
First thing that you have to remember – Millennials will not read anything that exceeds the size of a tweet. That is why you recruiting message must fit into 140 characters or no one will bother. At the very least your message has to be split into small pieces (see above) and carefully sprinkled on top of a good deal of entertaining content. Suggestions include: sharing videos showcasing office gaming room, posting group photos of happily laughing employees, bragging about whose number of “Likes” is bigger, etc. Follow these rules and success is inevitable…
It all boils down to the skills mismatch gap – skills you are hiring for are rarely the same as the skills required to get hired. Resume writing, keyword hunting, networking… I tried to develop my psychic powers to read between the resume lines but in the end it’s the professional self-promoters who take the lion’s share of the recruiting time often leaving the real talent without a chance.
The social media while powerful do little to none to address this problem. It fact, they may even amplify it because social media is the environment where self-promoters thrive.