The second item up for examination, and arguably the most important, was the website and database. It
needed to be simply and elegant with the fewest possible clicks to desired actions. It also needed to
contain only the information necessary to facilitate the connection between recruiter and candidate. To
set up a school profile, recruiters were asked to complete a five question form in which the most
complicated item asked them to describe the professional culture at their school. A school profile page
includes the five items from the form, a list of recruiters from a school, and a list of current vacancies.
Candidates were asked to complete a 20 question form and, based on feedback from recruiters, were
asked to list only their three most recent positions and three most recent references. Recruitment
simplified is only the information you need, where and when you need it.
The third item up for examination was the confidential recommendation. Upon reflection, the
“confidentiality” of the recommendation is farcical. The current databases are built on the assumption
that only recruiters are able to see confidential recommendations. It does not, however, take into
account that today’s candidate can (and will become) tomorrow’s recruiter; making the once
confidential, non-confidential; and this is only one of the many potential breaches in the security of
confidentiality. Furthermore, when recruiters really want to know more about a candidate, they connect
with a peer that may have worked with a potential candidate, bypassing a review of the confidential
recommendation altogether. Why perpetuate a fallacy or waste people’s time collecting data that will
never be used? With this in mind, the Collaborative instituted a system where recruiters effectively
“tagged” candidates currently employed at their school in one of three ways: “ I would definitely rehire
this candidate” OR “This is a strong candidate, call me” OR “ I would not rehire this candidate.” These
“tags” send a clear signal to other recruiters about the quality of a candidate and get to the heart of the
matter faster than any letter of recommendation could. Recruitment simplified is plain and
comprehendible candidate endorsement.
On average, a recruiter will spend 40 hours to fill a vacancy. Much of this time is spent trolling the
database for potential matches. Because the relationship and conversation between recruiter and
candidate is the most important part of this process, the Collaborative focused on building a database
and website structure that would facilitate getting to this point as quickly as possible. Recruitment
simplified is getting to where you want and need to go as fast, and with as little hassle, as possible.
Back to the Future
We envision a world with not one Global Recruitment Collaborative, but with many recruitment
collaboratives, each an expression of the needs and wants of its members. Aided by the communication
technology of their time, these collaboratives will connect recruiters and candidates in ways that allow
each to express their ‘best selves’ through meaningful conversations about what is best for our most
important clients – students. Connected to each other through synapses between collaboratives, what is
learned in one collaborative can and will be shared with others, so that, collectively, we are better able
to create a market that meets the needs of its participants while remaining noble in its cause and
humane in its treatment of the people who engage in it.