Let’s face it, regardless of good or bad economic times, A-level talent is hard to find. The recent global recession has only exacerbated the situation. And while A-level talent has been riding out the labor market ice age in an office or a cubicle somewhere, technology and the Internet have been changing the game of recruitment at a dizzying pace.

Technology and the Internet have made the job of sourcing A-level talent more complex, turbulent and inconsistent than ever before. Take the overwhelming abundance of technology and online talent resources and compound that with major lulls in global labor markets and hiring freezes across numerous industry sectors, and companies are shellshocked.

Shaking in their boots, stammering for words. You get the picture.

So how are companies embracing and adapting to these game changers to recruit A-level talent? Truth be told, not very well, if at all. But that’s not to say they aren’t trying. However, here’s what companies must know in order to stay relevant and keep their talent pipeline brimming.

A-LEVEL TALENT IS ALREADY PLUGGED INTO NEW TECHNOLOGY.

They are savvy and comfortable with using job-search resources via the Web. It’s not an exception to the rule. It is the rule. In addition to technological change, candidate expectations have changed. Job candidates want personalized experiences in their job search, faster and easier methods to apply and constant communication throughout the process. Keep in mind that these folks are occupationally mobile. What does that mean? They are the antithesis to traditional labor concepts. And as you read this article, they are already roving the Internet, tapping colleagues and looking for new opportunities.

So how do you find and acquire them? The simple answer is: Get on the Internet. And that’ll get you as far as a slapped face and bruised pride. The true answer is deeper and messier than that. To source great talent, you are going to have to fully commit to plugging into technology and the Internet while continuing to use traditional recruitment methods.

The bottom line is: You’re going to have to build a recruitment toolbox that exploits your website, job boards, social media and networking, online print media and other online tactics coupled with traditional recruitment methods – print, job fairs, cold calling and networking – in your quest for A-level talent. And it won’t be easy. However, by engaging these mediums and tactics to source A-level talent, you will build the visibility and credibility of your employer brand. And when you do that, the tables are turned: A-level talent comes looking for you.

This blog is extracted out of Plugging Into Talent Will Fry Your Mind