e-recruitment strategy

New approach to aggregating job content launched

Hi all

Our business partner and long time development friends, Arturo Suarez Martin and Luis Gervaso, have launched a new blog and a new web site service, called Find Jobs In.. This is a beta site, getting ready to be a platform for other technologies such as SEO tools, with a focus towards recruitment.

I am really looking forward to working with them and watching the next generation of tools, such as our website in Holland, Kangarooster, all take shape over the coming months.

Well done guys.

Technorati Tags: Candidate attraction, e-recruitment, kangarooster, online matching, SEO

ERE Amsterdam

HI

Well Louise, you have a lot to answer for :-)

Next week I am chairing the 3rd annual ERE Global Recruitment event in Amsterdam. Hit the website and register to attend. Some great presentations from speakers from the US, Europe,Russia, India, South Africa and beyond. Well worth the investment.

Al

Technorati Tags: Candidate attraction, e-recruitment, ERE

Interview of a blogger

Louise Triance of UK Recruiter has been running a series of "interviews with a blogger" on her blog, and this week has kindly featured me. Read it and enjoy, as it has encouraged me to actually take my own advice and write again.

Al

Blogging Video on YouTube

Hi all,

David Manaster of ERE.net (promoters of the Global Expo 2007 in Amsterdam in November) just pointed out a new video on YouTube about Blogging.

Technorati Tags: Candidate attraction, e-recruitment, ERE, kangarooster

CNN Article, part two

Just saw a link on one of Bill Vick's many on-line spaces, "5 steps to let your dream job find you"

Bill has kindly quoted me from the CNN article - thanks Bill.

If you haven't looked at Bill's writings, you should. He is a real thinker and leader in the recruitment community. In fact, if you look to the right to the ExremeRecruiting streampad, you can listen to some of his excellent 'one minute' interviews. Or head off to the ExteremeRecruiting site.

Al.

Technorati Tags: Candidate attraction, e-recruitment, online matching

CNN article on interactive CVs

Well, now it's confirmed. I am an international expert :-)

I was interviewed a few days ago by Kevin Voight from the Hong Kong bureau of CNN's digitalbiz section on the impact of online recruitment. A wide ranging interview, which I hope will end up with some follow up conversations.

Naturally, as soon as the article appeared, I pored over it to find my brilliant quotes - most of which did end up on the cutting room floor (or whatever the editorial equivalent is). Some really good comments from Matt Burney as well. Great to see two UK based experts make it to the world stage.

Would love to see the follow up focus on the web 2.0 career sites.

Al

Technorati Tags: Candidate attraction, e-recruitment, online matching

Recruiting Trends launched by Kennedy Information

Hello everyone

The last few days saw the launch by of Recruiting Trends " a New Destination Website for Corporate Recruiting Professionals" by US recruiting industry research and thought leader, Kennedy Information. Of particular attention is the Thought Leadership section. Every day will be a purpose built article written by members of the Editorial Advisory Board.

I have been tapped by Jeanne Sturgis as an Advisory Board member and contributor, along with some of the industry's leading lights such as Hank Stringer of ItzBig, Lou Adler, Don Ramer of Arbita, Tony Lee of Adicio, Paul Forster of Indeed.com, Steven Rothenberg of College Recruiter.com and a host of others. As far as I can tell, I am the only European based contributor, which should be interesting.

Why would I do this, you might ask (and my partner definitely asked!). Well, I think that contributing one article a month should not be too onerous and I welcome the chance to expand my reach beyond this blog, my work for Kangarooster.com's blog and the odd musings on other blog sites in the UK, Holland and the US, such as the stable of great contributors at ERE.

The more varied opportunities for the thinkers and leaders in our industry to share thoughts, challenge the status quo (as John Sumser has proved for years) and to encourage healthy debate can only be a positive development.

Please register and read this new venture, comment on all of the articles and even call me to suggest ideas for new writing.

Enjoy.

The launch press release from Kennedy Information:

Peterborough, NH / Marketwire / April 16, 2006// Corporate recruiters have a whole new source of “how-to” guidance, successful recruiting strategies, latest web technologies, industry news, jobs and career information, and knowledge-based, data-driven thought leadership as Kennedy Information announces the launch of RecruitingTrends.com, its new destination website for professional recruiters.

The site features articles written by a select board of recruiting professionals presenting management guidance for innovative recruiting strategies and tactics, insights into timely industry issues, solutions to particular recruiting challenges, industry research and knowledge new to the profession.

The RecruitingTrends.com homepage also includes DataWatch with recently published research and surveys, Newslink, providing up-to-the-minute industry news, Upcoming Events, and Job/Career Opportunities.

“What differentiates the RecruitingTrends.com portal from other recruiting Websites,” says the site’s managing editor, Jeanne Sturges, “is its ability to ‘cut through the clutter’. Founded on principles of sound journalism and innovative Web technology, with dedicated editorial resources and an expert editorial advisory board, RecruitingTrends.com brings to light vital ideas, research, and strategies as well as stimulates a rich, professional dialog.”

Visit Kennedy Information’s www.RecruitingTrends.com, or for additional information on RecruitingTrends.com, call Kennedy Information at 800-531-0007, Ext. 658.

Candidate Relationship Management

Kevin Wheeler, guru to the gurus (sorry Kevin, I couldn't resist), has written a terrific article today on his ERE blog about CRM. What makes it interesting to me is that he has laid out 6 seemingly simple, 'no brainer' activities that companies can take without resorting to expensive or complex technologies to build up candidate relationships.

As I have pointed out in my comments on the article, these tips should be driven into the Hiring Managers and key employees - they not only own the most direct relationship with potential candidates for the CRM process, but are also the most likely source of names for building out referral programmes and 'social networking' databases.

Great comments, Kevin.

best regards to all

Alan

Technorati Tags: Candidate attraction, e-recruitment

Talent Pools - a recurring theme?

Hi all,

Like the proverbial 'blast from the past', Talent Pools seem to be coming back onto the agenda.  We were with a Dutch recruitment company today that actively mines and communicates with its candidate pool of over 75,000 individuals.  I recently heard about a new research report into Talent Pool activity in the UK. 

It is, to me at least, a 'no brainer' that companies of all shapes and sizes should be spending more time thinking about the candidates they have already attracted and who have expressed interest in a career at that company and less time (and money) being devoted to the pursuit of the 75% of candidates (using the term loosely) who may not even be looking for a job or career change.

Building a Talent Pool, then fishing in the Talent Puddle for those in your active base should be far more rewarding than fishing in the Deep.  Granted, you have to fish in the Deep Water first in order to set up the pipeline to your pool  - but even that can be more effectively done via some clever direct sourcing strategies, building out your referral networks, tapping into Alumni communities and revisiting those hundreds/thousands of CVs stored deeply away in your ATS (or even in the filing cabinets in the basement!)

And, of course, if you are being clever about attracting candidates to your career site, then you MUST deliver to them a great candidate experience.  Whether or not you hire the individual, this initial contact with your company sets the groundwork for the long term communications and relationship that can be extended throughout that person's network as well.

The more that the dreaded phrase "the War for Talent" comes back into vogue, the more work you should put into your own Talent Pool.

Alan

Candidate Relationships - Again

Hi everybody and welcome back.

Trying to catch up with everybody and picking up on blogging. Note that Louise over at UK Recruiter has set up a page of various bloggers that she reads - cool idea and thanks Louise for having me on the site.

Noted a new blogger on her site, Liam Dowd who wrote a blog about Pleasant Recruitment, great to see someone else jumping on my soapbox beside Keith Robinson. The more the merrier!! Speaking of Keith, we have both started to write more on the Dutch site that we have been involved in creating, Kangarooster - the Dutch site will launch in early Feb, but already worthwhile to check out the streams, which are in both English and Dutch.

Also so a stream from Gerry Crispin of Career X Roads, as prep for his and Mark's newest Source of Hire Survey. Check out these key points (and my comment as well).

We speak with dozens of staffng leaders privately before we start and are still amazed, even today:

- how little confidence staffing leaders have in their source of hire data.
- how few specific sources (versus categories like "print" or "internet") are actually collected.
- how poorly the ATS designs are to enable recruiters and recruiting leaders to improve their data integrity (as opposed to how wonderful the reports of fatally flawed data look)
- how few are the firms who can convert traffic to hires
- how no one is able to collect and analyze the synergistic effect of multiple sources of hire.
-how infrequently the self-report data is confirmed or checked by IP source, recruiter inquiry, or onboarding survey.
- how few the firms are that perform ongoing business anayses on their sources and alter their subsequent investments as a result.
- how much data (5%) is missing even among the best of firms.

That's it for now, lots of other new blogs out there, as well as some interesting stuff from the original guys like Tim Elkington, Mike Taylor and Peter Gold talking about strategies for success.

Best wishes for a happy, successful and healthy 2007 to all.

Technorati Tags: Candidate attraction, e-recruitment, kangarooster