We're reached peak-recruiting. As anyone with any real skill and a LinkedIn profile will attest, we've entered a world where recruiters can spam and annoy anyone with very little effort. It's time to pivot and reinvent your recruiting away from spamming and messaging and move towards building relationships. It's time to reinvent your recruiting.

This article should arm you with a better argument with tech recruiters and tech hiring managers at to why their normal way of hiring is deeeeeeply flawed. I point it out because tech recruiting is one of those places that doesn't always embrace the power of employer brand, and when you read this article, it should become pretty clear where the disconnect it.

It’s time to move past “What are your greatest strengths and weaknesses?”The real value of emotional commitment is that it gives you (and everyone else) permission to re-write the "rules." You know those things you've always done because that's just the way it's always been done? Set that on fire and re-invent, not because it's what your boss says to do, or because that's what the magazines say is "cool," but because you actually care about outcomes. Example? Reinvent your hiring process. Now, HBR isn't exactly coming up with cold fusion here, but when the they are willing to say that the way we interview flat-out isn't working, you know it's time to reinvent. But don't reinvent around a fad. Thing about what you and your company really care about in an employee (and what you reward) and build round that. Writing, games, role-play, improv exercises, whatever it takes to tap into your (and their) emotional commitment.

What’s wrong with corporate job interviews? Pretty much everything. Interviews are the second most used and “flawed” tool in HR (right after performance appraisals). They are used and relied on around the world for hiring, transfers, promotions, and for selecting leaders. After studying and researching interviews for over 40 years, I find it laughable when…For all the work you do in establishing and instilling/imbuing your brand throughout all the various touch points of the candidate’s brand experience (bigger than the “candidate experience”), there’s one place where it tends to fall apart: the interview. The interview is like talking 6 months of potential brand interactions and compressing them into an intense 1-3 hour live session (virtual or not). Worse than that, they are always happening and they are always out of your control. Let’s be clear a bad 30 minute interview is the difference between a positive or negative experience, between a 1 star and 5 star review, and between a yes and a no. So here’s a list of the 50 biggest issues with interviews. Ignore the fact that it is a 8-year-old article: it will let you blueprint ways in which to influence better brand experience into this crucial experience.