Archive for November, 2008
Jobster sings… Oops! I did it Again.
Posted by JasonA few months ago I wrote on article on the future of Jobster.com - stemmed from their overhaul of the once popular recruiting.com. 3 months have passed, on Jobster is now singing the Britney Spears hit single Oops!…I did it again.
The Wonders of Twitter at a Conference
Posted by JasonBy Molly Sly (@mollysly).
I’m waiting for my flight at the Orlando airport after attending the Kennedy Recruiting conference. The talk of the conference was social media and how it’s changing the way we recruit. As was stated in one of the sessions, social media has brought about the evolution of relationship marketing. In particular, Twitter was discussed constantly – in lines at Starbucks, in elevators, in the recruitingblogs.com cyber lounge and of course, in several sessions.
Breaking News for the Recruiting Blogosphere
Posted by JasonI had the opportunity to meet with RecruitingBlogs.com founder, Jason Davis, for an exclusive interview during the Kennedy Recruiting Conference today.
Sarah Palin vs. CareerBuilder on Facebook
Posted by JasonWith hundreds of investments you can make with online advertising, the CareerBuilder ad deal with Facebook, hasn’t proven to be one on the top of my list. What was touted earlier this year as an innovative way to break into the social media and networking space hiring - and the next big thing for CareerBuilder clients - is proving otherwise on the surface.
From Super Bowl ads to the iPhone application, they deserve some credit for trying. But better placed ads on Facebook haven’t induced a high level of attention from job seekers on this popular social networking site.
When you break down the results, here are 5 reasons this might not make the top of your list:
A Talent Strategy Conversation with Susan Burns - Part 2
Posted by Jason
Part one of my conversation with Susan Burns focused on opportunities and trends within talent management. Part 2, posted here focuses on social media and social networking, metrics, and the candidate experience from a recruiting perspective.
Jason:
There continues to be an emphasis and talk about the use of social media and social networking in recruitment. Keeping in mind some are leading the way, while others are skeptical, what advice do you have for those that are taking the wait-and-see approach?
Susan:
As you know I’m an advocate of social media and quite passionate about the use of it for talent attraction and engagement. In a way it’s good that some recruitment leaders are still skeptical. There are several aspects of social media that should be thoroughly considered before moving forward with a visible online network presence. Diving into social media too quickly can cause a lot of harm to a brand. Recruiting leaders can benefit by taking the time to not only understand the nuances of social media but, more importantly, frame what it means for their brand –
- What are they trying to accomplish?
- What does it take to build, nurture and engage an active community, or communities?
- How will the recruitment function manage active communities to keep content fresh and interact with talent?
- Which communities are a fit for the brand and the type of talent they want to attract?
- How will the social media presence integrate with the employment brand strategy?
A Talent Strategy Conversation with Susan Burns - Part 1
Posted by Jason
One of the great outcomes of spending time on social networking sites like twitter is the opportunity to engage with and meet people worldwide. Earlier this year I met Susan Burns - first online, and then a few months later in-person at a Conference. Since then, I’ve grown a tremendous amount of respect for her thoughts, views, and strategies around talent. I recently had the opportunity to catch up with Susan to discuss Talent Strategies.
Jason:
Focusing on talent, what do you see as the biggest opportunity (or opportunities) for organizations to consider as we plan for 2009 and beyond?
Down Economy Offers Upside
Posted by JasonAnalysts Agree: Talent Management Now Essential for Success
From Taleo - Talent Management is a critical business function for small and medium sized businesses in any economic climate. Internal mobility, performance management, and quality of hire are great opportunities that can deliver significant business performance benefits in the midst of financial constraints.
See how you can put theory into practice by reading the complimentary Taleo Research Report: Talent Management in a Down Economy.
Citing historical data and demographic trends, this paper dispels misconceptions that HR’s focus is narrowed when markets decline.
Learn how you can use talent management to cut costs and boost productivity while you:
- Redeploy existing resources to expand into new markets.
- Align employee performance to corporate goals.
- Focus on bringing new skills in-house.
- Implement development and retention programs.
Read the independent research and reap the benefits—compliments of Taleo Business Edition.
As an added bonus,download your copy of Talent Management in a Down Economy and receive a complimentary 30 Day trial of Taleo Business Edtion, the #1 on-demand Talent Management solution for small to medium sized businesses.
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Online job listings plunge
October job listings nationally fell 20% to their lowest level since January 2006, according to Monster Worldwide Inc.’s Employment Index; listings in New York fell 25%.
Join the discussion on RecruitingBlogs.com
If your Job Boards disappeared tomorrow, how would you get your candidates?
Monster now trading (MWW) on the New York Stock Exchange
Monster Chairman and CEO Sal Iannuzzi announced the company’s move to the NYSE during the quarterly financial conference call Oct. 30. “We believe,” he said, “the New York Stock Exchange is a prestigious platform for Monster, a platform that is committed to integrity in governance, innovation and global growth. These are exciting times for Monster and our move to the New York Stock Exchange is consistent with the goals and strategies and values of the new Monster.”
Introducing TalentManagementTech.com
Posted by JasonIntroducing TalentManagementTech.com - connecting HR, Recruiting, and Technology.
TalentManagementTech.com (a.k.a. “TMT”) contains the worlds largest searchable directory of talent management technologies and services. There are now more than 1,000 firms, technologies and services listed — for the more than 100,000 HR professionals to discover, and share experiences as a community.
RD Whitney, CEO of OnRec USA and Founder of TalentManagementTech.com said, “Think of it as a trade show that happens 24 hours a day, 365 days a year. Meet, learn, and share tips as your organization adds productivity tools to the HR process.”
You can register for free in less than 2 minutes.
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01-10-09: The countdown has begun.
After 14 years since its’ inception, Monster.com is announcing plans to change the rules with online recruiting.
The company has stated, “We are reinventing the Monster Seeker and Employer experience, using patent-pending technologies to create new, never-before-seen products and services.”
During the company’s Q2 financial earnings call, Monster.com CEO Sal Iannuzzi announced plans to revamp the site. Since then, Monster has also completed the acquisition of China HR in a move to bolster its’ global presence. In the most recent Q3 financial earnings call last week, Iannuzzi stated, “We are very confident in the company’s long-term potential.”
So, what big changes are in store for 01-10-09? Monster is calling it a whole new experience.
For candidates, Monster claims it is creating a user-centric experience. Specifically:
- Creating an easier process for candidates to post resumes and search jobs, including 50% less time required to sign up on the job site
- Launching new applications that will transform Monster.com from a job board to a true career resource. The new Career Management applications will enable Seekers to research alternative career opportunities, empowering them with valuable knowledge about their current careers, related positions, and potential next steps.
- Explore new career paths of interest, illuminating the different avenues they can take to reach their goals and make informed decisions about how to get there.
- Candidates can benchmark themselves with others in the market
For Employers and Recruiters, the overhaul is positioned as a way for the site to provide you with more possible candidates—and better ways to reach them. In addition to:
- Helping you achieve the biggest return on investment for your recruiting budget.
- New products and services to showcase your company and build brand awareness among both active and passive Seekers.
- Gaining valuable insights into what is important to Seekers, so you can tailor your postings to attract today’s top talent.
- An all-new Employer experience that uses new techniques to provide you with a more intuitive and efficient recruiting process.
- Innovative products, such as Monster Career Ad Network, give you the power to showcase your postings where Seekers live online.
- A strategic and powerful approach to managing your human capital sourcing needs.
- New tools and services that fit the way you recruit, making your life—and reaching your hiring goals—a bit easier.
- Being the number one job resource for the best talent, from around the corner and across
the globe.
- Growing the audience it presents to you, including job seekers who aren’t actively looking for a job—until they see yours.
These are big promises from a site (and industry) that has frustrated both Candidates and Recruiters. If the changes are anything close to how they have been positioned, they will be welcomed with open arms.
You decide, take the poll:
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