A Shared Learning Community vs. Traditional Association Models: Navigating the Fast-Paced Business World

The Future of Talent Acquisition: A New Vision

The recruiting and talent branding industry is at a critical juncture. Traditional methods and associations like SHRM and ATAP have served us well, but professionals still need help to keep pace with today's fast-moving, interconnected business world. It's time to think differently, to build a new model that reflects the way we work now and will in the future. Businesses are communities and professionals need learning communities outside the four walls of their employer to truly expand their knowledge in real time as changes take place.

Introducing Talent Alliance

This summer, the vision of the Talent Alliance was unveiled, consisting of two communities: Recruiting Alliance and the already well-established, Talent Brand Alliance, for professionals in Employer Branding, Recruitment Marketing, and Internal Communications. This movement seeks to bring these professionals together to rally, exchange knowledge, educate one another in real-time, and build resources that empower us to do more than ever before.

A Shared Learning Community vs. Traditional Models: Navigating the Fast-Paced Business World

In the current age of rapid technological advancement and constant industry evolution, the shared learning community approach is emerging as a more effective solution to tackle the complexities of the modern recruiting industry. Here's why this model can be more adept compared to traditional models like SHRM and ATAP:

1. Agility and Responsiveness

• Shared Learning Community: Enables quick adaptation to changes through real-time communication, meetings, events, collaboration, and resource sharing. The community-driven focus ensures a continual flow of fresh insights and the rapid dissemination of new techniques and knowledge.
• Traditional Models: May struggle to adapt quickly to changing industry landscapes. The bureaucratic structure often delays decision-making and the rollout of new initiatives and ideas.

2. Collaboration and Engagement

• Shared Learning Community: Encourages active participation and knowledge exchange at all levels, fostering a sense of belonging and engagement. Open forums and social platforms facilitate the free exchange of ideas.
• Traditional Models: The hierarchical structure can sometimes stifle collaboration and limit engagement to a select group of members or decision-makers.

3. Democratization of Knowledge

• Shared Learning Community: Information and resources are accessible to a broad spectrum of professionals, from entry-level to executives. With a large enough number of members, the costs to access an opensource model of knowledge and resources is a fraction of the cost of traditional associations and communities. This democratization ensures that everyone can contribute to and benefit from collective wisdom.
• Traditional Models: Often operate with membership tiers and restricted access to resources, which may create barriers to information and knowledge.

4. Cost-Effective Learning

• Shared Learning Community: Encourages peer-to-peer learning and mentoring at a much lower cost, making professional development accessible to a wider audience and professionals can afford to make this learning investment in themselves vs. relying on their employer.
• Traditional Models: Professional development often comes with large membership fees in the thousands of dollars and additional costs for each webinar, knowledge base material, etc, limiting access for some professionals. The highest tier for membership in TBA, for example, is less than $800/year.

5. Real-Time Problem-Solving

• Shared Learning Community: Enables immediate support and assistance through a network of peers. Problems are tackled in real-time, with diverse perspectives contributing to innovative solutions.
• Traditional Models: Lack the immediacy and diversity of support found in community-driven approaches and certifications and membership can be very expensive and outdated given the pace of change.

6. Alignment with Modern Values

• Shared Learning Community: Emphasizes transparency, inclusivity, and community, aligning with the values of many modern professionals.
• Traditional Models: May sometimes be perceived as exclusive or detached from the day-to-day realities of the industry's rank-and-file.

Join the Movement

Other learning communities, such as the Product Marketing Alliance , have been modeling such efforts with great success. It's time the recruiting industry follows suit. We can't afford to be complacent; we must build a stronger, more resilient community where the organization and its members have an equal give and take.

For Talent Branders, join TBA here to access a Free Subscription level (Facebook group only), Basic Membership (join our summit events, basic knowledge base, and regular member calls), and Pro (access to full knowledge base resources, discounts on events, monthly classes, Pro-member only calls, and mentorship programs).

For Recruiters and Recruiting Leaders, join the waitlist for Recruiting Alliance here. It will open up in October.

Conclusion

The future of recruiting lies in our ability to adapt, collaborate, and innovate. By embracing the shared learning community approach that Talent Alliance offers and joining forces through initiatives like the Recruiting Alliance and Talent Brand Alliance, we can grow together, redefine our industry, and thrive together in a new world of work.

Regards,

Matt Staney

Co-Founder & CEO

Talent Alliance (Talent Brand Alliance + Recruiting Alliance)