I had a conversation today with a recruiter from my organization’s HR department. We talked about Linked In and how HR finally plans to look for possible candidates using this service. She was very excited by the number of people from our organization on Linked In and saw it as an opportunity to tap into their networks. I let that comment slip by because I know that my own Linked In network doesn’t reflect my organization’s recruitment needs. That, and I’m not wild about the idea of sharing my connections with the organization. My network is not an opportunity, if you know what I mean.
Instead, I asked her if HR had considered setting up a group for former employees. From talking to her and other HR folk, I know there is a tendency for former employees to return to the fold. HR stands a chance of increasing that number if they make a concerted effort to keep track of them and to let them know of opportunities within the organization. I told her that HR should make it part of the exit interview or separation process. The idea hadn’t occurred to her, but from a quick check of Linked In groups, I notice that it hasn’t occurred to a lot of organizations.
Seems like a wasted opportunity to me.
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