Archive for the ‘web 2.0’ Category
2010 Fortune 100 Best Companies to Work For
Posted by JasonThe 2010 Fortune 100 best companies to work list is here, and most are hiring. How prevalent is social media becoming with these 100 companies? Nearly 40% contain links to groups, pages, and channels to connect on. Check out KPMG’s branded YouTube channel as an example.
Here are some additional stats related to this years top 100 companies to work for:
- 11 are new to the list and 41 dropped from their # spot last year
- Approximately 1/2 added new jobs in 2009, the others remained flat or decreased their employee counts
- 10% still don’t link to jobs or a career site from their home page
- Nearly 40% have dedicated pages or content related to diversity commitment
- Only 10% have updated their career site with the 2010 award
- 20% have “pre web 1.0″ career sites, but hey, they have a lot to be proud of
Simply Hired Goes Social
Posted by JasonWith more than five million job listings worldwide, Simply Hired is the world’s largest job search engine and recruitment advertising network, and yesterday announced it’s going social.
Today’s web-savvy job seekers are turning social applications into professional job hunting tools by embracing social networks to expand professional connections, tapping into twitter for real-time alerts about job openings and leveraging blogs to increase their online presence.
Recruiting Blog Recap for 2009
Posted by JasonIn a few days 2009 will be in the past, opening up a new year with new opportunities. Times were certainly tough this past year. How tough?
One organization created job board coupons for Recruiters, while recruiting budgets were hit hard, and attendance at industry conferences was also down significantly - by some projections as much as 75%. Whether or not you had the opportunity to attend ERE, or Kennedy/OnRec the reviews were mixed. For many, the fall ERE conference led the conference pack with the most positive feedback. SHRM’s Staffing Management Conference had the most attendees, and they are predicting 800+ for the Spring 2010 event.
Tweets, Tweeps, and Recap of #OnRec09
Posted by JasonEarlier this year OnRec and Kennedy Information announced they were teaming up to create one high impact event, albeit in Chicago. The event received mixed reviews by many, yet there were a lot of great ideas shared, connections made, and a handful of good sessions.
Attendance to this years event was estimated at around 400 attendees.
In the vendor exhibit hall, the technology everyone was talking about was over at the Tweetajob booth. I had a opportunity to catch Tweetajob’s CEO, Carmen Hudson, for a quick video interview.
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Tweetajob.com CEO Interview
Posted by JasonI had the chance to connect with Carmen Hudson, CEO of tweetajob at the OnRec / Kennedy Information conference. I asked Carmen a few questions about the benefits for Recruiters and Companies to utilize their services vs. other twitter job posting services on the market.
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2010 Recruiting Budget Themes
Posted by JasonTalk to most corporate or agency recruiting leaders and you’ll likely hear the same thing regarding recruiting budgets for 2010… Flat from 2009. A majority of firms reduced their budgets in 2009, so the definition of flat is still down from 2 years ago. While experts predict retention will be the #1 problem organizations face once the economy turns, this makes the budget situation an interesting dilemma.
Here are a variety of ways to make the most of your recruiting budget in 2010, and help position you for the predicted hiring increase:
- Self fund new initiatives. Assess your processes, identify breakdowns and unnecessary steps, and fix them. With the savings or increased productivity, you should be in a position to fund new opportunities so you don’t find yourself behind your competition.
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:
In a web 2.0 world and in a competitive market, we all know engaging leads and potential candidates is key. Having a job title of “Manager Human Resources - Pest Control” maybe OK for the business card, but probably not necessary for the online posting.
Guess what, boomers? Generation Y thinks you’re kinda inept. At tech-related things, that is. Check out Gen Y to boomers: You stink at Interweb
Yes you can – Join the Web 2.0 revolution – Twelve steps to get up to speed with Web 2.0
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Say it isn’t so! According to this article, hiring decisions are made within the first 10 minutes of meeting a candidate.
Check out web tips for recruiting in a web 2.0 world. While your at it, add friendfeed to your recruiting bag of tricks.
Wachovia has a record $8.9 billion loss, cuts dividend, and set to slash 6,350 jobs.
What Would Happen if Job Boards Became Obsolete?
Posted by JasonBy Jason Buss.
For RSS and e-mail subscribers it should come as no surprise I am not a big fan of most job boards - that is - the way that they are typically used by most organizations and candidates. For new readers, welcome, and here are a couple of posts to set the stage:
- Seriously, this is the candidate experience in a web 2.0 world?
- Reasons to slash your job board spend by 30% to 50% today!
Since most job boards are not effective, it wouldn’t be a big loss if they were obsolete. Don’t believe me (or you work for a board)? Here are five examples of problems today with some of the boards:
- For the most part, candidates need to register on the job board and then at some point, register on your career site. So, let’s build up their database, and pay to access it. Wouldn’t an agency model make sense for corporate recruiting functions? Your database and competitive intelligence is your goldmine, and the starting point for everything.
- For organizations that do not use branding templates for their postings, the job listings are filled with clutter and paid advertising. Again, the board is the winner here.
- They become a crutch for Recruiters, and give a bad rap to some recruiting functions… We’ve all heard about “posting and praying”. Well, there is a bright side - agencies stay in business with the current model.
- For some organizations and job postings, it is too easy for unqualified candidates to apply. This creates clutter and unnecessary work in the system.
- Without an effective tracking system, it is nearly impossible to track the effectiveness of your job board spend and ROI. As an example: A candidate, like the 100 million that did last month, start their job search on google. They enter “financial analyst job, new york“. Take a look at just the first page and the results. Out of the first 10 results, 9 of them are from different job sites. So when the candidate clicks on one and eventually applies to your opening, where does the credit go? Google, the job board, your corporate site, site aggregators? The fact of the matter is there are thousands of job boards, and they’re not all listed on your site (if you are still asking candidates the source). And if you are, experts agree, that 90% of the data is not accurate. Take the example above - what would the candidate say the source was? They may have seen the job on a networking site or received a call from a contact before even going online to search.
The impact of job boards becoming obsolete (which they’re not anytime soon) would change recruiting as we know it. Have they made hiring quality talent more effectively and efficiently?
There are boards that continue evolving with changing technology, and they do deserve some credit.
What can you do? Be an innovator. Start testing the waters with alternative online recruiting methods before your competition. The other alternative is do your homework, prove the decline in site traffic, quality hires, and hiring ratio’s to negotiate a better deal. You may be surprised and save the 30% to 50% right there, and everything else becomes self funded.
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