Not much has changed with job postings since they first appeared in the early 1990’s. Today, they are, as they have always been, information-based ads that are shaped by their ancestors in the classified section of newspapers. What has changed, however, is the people who read job postings. They want a different experience, one that is social as well as informative.
Submitted by otavio on December 19, 2012 - 08:55.
Today’s typical online career center has all of the appeal of a brick. Its one-off, transactional focus may be tolerated by desperate job seekers, but for high caliber prospects, it’s an invitation to spend time elsewhere. Those hard-to-recruit individuals have choices, so they demand a very different kind of experience, one that only a post-social Web-site can provide.
Submitted by otavio on December 6, 2012 - 10:43.
As I explained in my last column, post-social recruiting involves using social technology to create true career communities without the expensive overhead of traditional corporate career support. Unlike candidate databases and networks, these virtual “careersteads” nurture allegiance among talented workers and that bond, in turn, transforms them into genuine and long-term employment prospects.
Submitted by otavio on November 20, 2012 - 11:39.
For the past five years, social recruiting has primarily been implemented in two ways: data mining pools of talent and networking with prospective candidates at social media sites. While such techniques will continue to be important, the thrust of social recruiting in the future will shift to a far different kind of activity: building and leveraging individual allegiance at employer and staffing firm sites. It’s the next phase in the War for Talent – the era of post-social recruiting.
Submitted by otavio on November 14, 2012 - 10:20.
Economics has been called the dismal science. Recruiting analytics should be called miserable math. You have to use such metrics, but it’s painful to do so. What makes the experience so unpleasant? It’s complicated. Performance data can be analyzed in many different ways, and that’s exactly what’s happening in recruiting today. There is no general agreement about what constitutes the baseline measures of success.
Submitted by otavio on October 5, 2012 - 10:27.
We live in a world guided by numbers. They tell us which keywords generate the most traffic to our organization’s career site, where we’re most likely to connect with highly skilled candidates online, and how much it will cost to participate in a career fair for our target demographic. As useful as these metrics are, however, there’s another that’s more important and often overlooked. It’s the number that tells us what we should be doing to source and recruit top talent.
Submitted by otavio on September 20, 2012 - 10:38.
Meta tags have burst onto the public consciousness with the rise of search engine optimization. If you want top talent to find your corporate career site or even your job postings, a strong set of meta tags is all but essential. They provide a definition of sorts for what's on your Internet pages so search engines can find them when "A" level talent is searching the Web.
Submitted by otavio on September 4, 2012 - 08:36.
We do it all the time. We find a great prospect for a key opening and send off an email message to start our recruiting conversation. More often than not, however, all that comes back is the sound of silence. The conversation never begins because we haven’t structured the message to stimulate a reply. We haven’t used the Socratic method.
Submitted by otavio on August 16, 2012 - 08:09.
The best candidates have choices. Most are employed and those who aren’t receive a continuous stream of offers from recruiters. How can you differentiate your organization from the herd and your opening from the others that are available? Optimize the candidate experience in your recruiting process by making a promise and then keeping it.
Submitted by otavio on August 3, 2012 - 08:08.
Every recruiter uses them, usually without thinking twice. These two words appear in recruitment ads and job postings on corporate career sites, job boards and social media sites. They are as comfortable as our fuzzy slippers. And, more than any other facet of the candidate experience, they turn off top talent. What are these words? Requirements and Responsibilities.
Submitted by otavio on July 24, 2012 - 13:42.