The role of a recruiter has been split in many organisations and so to reflect this and also to highlight there particular skills there are now many different job titles in use – from Sourcer, Headhunter, through Talent Acquisition Specialist, the Orwellian sounding Staffing Officer to Talent Scout there seems to be a new way to describe yourself each day. So is “Talent Hacker” doomed to become the next in a long list of buzzword-like titles?
I hope not.
Hopefully we can avoid the pitfalls of buzzwordism if we make a clear distinction as to what a “Talent Hacker” actually is. Firstly, I don’t believe it’s a job title at all. Talent Hacking is a methodology. At best it’s a philosophical stance taken by a recruiter to adapt and experiment and at worst it’s the sharing and usage of a number of disparate tools to expedite hiring.
In Nick’s original article I was quoted as saying that “Hiring is still waterfall in an agile world”. What I meant by that is that a “traditional” hiring process is slavish in adherence to accepted dogma. A job description is produced, it’s disseminated through advertising channels, resultant applications are pushed through a pre-defined process and those lucky enough to have impressed will be hired. In this process, there is no feedback, no learning and no space for creativity…worst of all there is no scope to delight the candidates.
With the Agile/Waterfall divide in mind, I propose that the Talent Hacking outlook can be formalised by borrowing (stealing) from the Agile Manifesto. The Agile Manifesto is a statement of values for software developers, reinforcing those elements that are of greater value when developing software. Similarly we can list those things that we feel are important when hiring, like this…