| "Okay, we're taking our business in a new direction. | | | | exist, they don't exist. |
| First order of duty-we need an internet expert, | | | | So how do you eliminate this problem? Questions. |
| primarily with extensive Web 2.0 experience. I'd say | | | | Questions. And more questions. |
| someone with, oh, I don't know, 15 years of | | | | |
| experience working with LinkedIn, Facebook, you | | | | 1. When was the last time you needed to hire for |
| know what I mean. Go find them, we need them | | | | this position? If it was last year, you probably have a |
| yesterday!" | | | | good idea of what you'll find out there. If it was 10 |
| "But, ummm, Mr. CEO, Facebook, LinkedIn, all that | | | | years ago, you may be unpleasantly shocked at the |
| didn't exist 15 years ago, maybe we should-" | | | | rising salaries for this role, salaries that perhaps you |
| "Did I ask you for your thoughts? Go find someone | | | | didn't have to keep up with because of such a loyal, |
| with 15 years, now!?" | | | | and perhaps small, staff you have in this position. |
| I know, ludicrous, right? Not so fast. You'd be | | | | 2. Are you trying to create a hybrid role? There may |
| amazed at how often a recruiter, internal and | | | | be some value in it, but no one else sees that same |
| external, is expected to find what doesn't exist, and | | | | value. And if that's the case, then you simply won't |
| no words will sink into the hiring manager's mind. That | | | | find someone with that unique blend of skills. You'll |
| these people don't exist. | | | | need to focus on what's most important, and judge |
| Sometimes it's looking for a twenty year person at a | | | | your candidates' ability on learning the new, critical skill |
| three year salary range. Sometimes it's absolutely | | | | set swiftly enough to have the positive impact you're |
| needing a blend of skills that simply don't go | | | | looking for. |
| together, but since you're trying to create such a | | | | 3. Is the technology so new, no one has they years |
| position, surely there must be hundreds of them out | | | | you think you need? Then you may be in more luck |
| there. Willing to take a pay cut. And move to your | | | | than you can imagine. For these type of roles, the |
| small town, population 650. With no relocation | | | | skills may be abundant in those coming right out of |
| assistance. | | | | school, and simply need to be molded to the business |
| Every position needs a reality check before | | | | you're in. Social networking comes to mind. |
| embarking on the recruiting for said superstar. And | | | | In summary, just be realistic. If you're hearing it from |
| everyone in the hiring team, from the hiring manager | | | | several sources, especially those recruiting specialists |
| to the human resources department to the external | | | | that source in your area daily, that you're |
| teams, needs to be on the same page, and be | | | | expectations are out of reach, don't assume they're |
| involved in what exists versus what is desired. You | | | | wrong. Instead, listen to suggestions, and while saying |
| may have created a breakthrough role that others | | | | you'd still like for your team to keep an eye out for |
| twenty years from now is going to be the standard | | | | the dream, create a Plan B. |
| in all Fortune 500 organizations, but if they don't | | | | |