It wasn’t until I started receiving “congrats on your work anniversary” messages via LinkedIn that it occurred to me that I had just completed my fourth year at TangoAlpha3. Outside of my first job, it’s the longest any place has put up with me. And so, it is with some gratitude that I reflect back on these last four years regarding what I have learned, how the staffing/recruiting industry has changed, and what I think the future holds.
I have been in the recruiting business for approximately twenty years now but, despite all that experience, I was ill prepared for the job. Reason being, not only am I a slow learner, but despite all my industry experience I had become somewhat removed from the function that undergirds our industry: recruiting. Re-acclimating to recruiting was humbling, but it served as a great refresher course regarding all the details that comprise the various functions that make a great recruiter. Granted there is a real danger of getting stuck in the details, but nothing is a better teacher than doing. If you can immerse yourself in the details and then pull yourself back and reflect upon what you learned, it can be a very rewarding exercise.
So, I guess that is a long-winded way of saying the first and biggest lesson, and perhaps most important because it sets the stage for so much learning is: become a humble doer. The second is that, to be relevant in a fragmented marketplace, your company best be good at doing something difficult. The staffing/recruiting business has traditionally been such a personality/sales industry that our first inclination is to immediately rush into sales. But sales is most sustainably achieved by identifying a hard problem that you know something about and continuously refining a methodology that addresses it (in our case, we started with logistically complex IT requirements; click to view white paper).
The other thing I was confronted with in this education process is how much technology has changed. And, once you start thinking of roles in terms of functions instead of people, there is an incredible amount of automation that can be introduced. Counterintuitively, this actually makes the humans you do have all the more important, as it turns each one into an architect of sorts. For example, you can automate emails, text messages, etc. but you can’t automate the content. Making your best people more scalable, and spending more time engaging other humans in a highly contextualized way–talking through challenges and opportunities–is something every business owner and leader owes to both themselves, their team, and their customers. Combine a good process for solving hard problems and good people who know how to leverage automation, and you have yourself a company; that is assuming you figure out a way to let new potential customers learn about you.
Lucky for us, beyond automation, technology and social media provide an inexpensive platform to find and share data. No commercials nor a large salesforce is inherently required to formulate and distribute ideas. And it is with this in mind that I author this post.
For we have an idea I have previously hinted at in other posts regarding a program that helps military veteran’s transition into private sector companies that would benefit from their unique background. Styled after other service-based frameworks our Veteran RaaS (Recruiting as a Service) offering is built on lean principles and intended to be a hybrid of inhouse and third-party recruiting models. This article in Forbes does a good job of speaking to RaaS as a general concept, granted our instantiation will be geared towards transitioning military veterans of all branches with an emphasis on the tech sector.https://www.linkedin.com/embeds/publishingEmbed.html?articleId=8686539793970782204
In short, it’s intended to optimize alignment of interests, minimize inefficiencies and allow our customers to make the most of available tax credits, while continuously improving and adapting to emerging business requirements.
If you made it this far, thanks for reading. FWIW, below I have included a video of my 50 second elevator pitch. Please message or email me (firstname.lastname@example.org) with any thoughts, feedback, interests or questions. -Drew (email@example.com)