After almost 7 years, 1,000 posts and over 1m page views I am putting this blog out to pasture and moving my blogging to HRmash.com.
Hopefully you'll continue to follow me there where the usual opinion, news and views will continue.
I'll still add in a summary now and again of the posts I do publish.
I am surprised at how much the HR industry appears to enjoy being critical of itself. Maybe it gives so much time and support for everyone else in the business they have nothing left for internal support?
Maybe being in a "caring" role, they put their own needs last which undermines their sense of worth, their opinions and strengths. In due course, they feel they are an unimportant, silent witness to the workplace. They lose their sense of identity, power and rights.
Why is it that so many (HR) people loved @TheHRD? Was it the humour and intelligent wit or was it a group outlet for some kind of industry guilt?
I know some great HR people and I'm sure they in turn know even more. I think in these difficult economical times HR needs to show their real strength and lead from a position of positivity rather than sitting at the back cutting their wrists.
Once upon a time we recruiters just had a phone and a rolodex.
Then we had fax machines. Then e-mail. The Internet. The ATS and on it goes.
But even though the market races on the ATS seems have got stuck in the dark ages of technology somewhat smug in its' seemingly immovable place within the organisastion.
Everyone loves their ATS so here's your chance to share your love with the world of recruitment!
So please take just 2-3 minutes to Rate your ATS.
Once the survey has been running for a few weeks and hopefully had 1,000 responses (gotta aim high) I'll be writing a report to see who does well and who doesn't!
Click here to take the survey :-)
Since the birth of the e-recruitment system late last century (or ATS as it is now fondly known) there have been a lot of changes. The 10+ year old systems are creaking big time and recently acquired systems are in due course being shut down. But there's also a slew of new recruitment products coming to market that both challenge and enhance the ATS.
So where does the In-house recruiter start their selection journey and how does the vendor avoid too many frogs? Both parties can invest so much time trying to find the right partner with all but one left wanting. Buyers can search the Internet, trawl the LinkedIn groups, connect with people on Twitter...... but why is it not all in one place? Well it will be soon.
I am about to embark on writing Which ATS? which will be for the In-house Corporate Recruiter. It will include a list of ATS vendors with relevant information but also some of the new recruitment tools such as social referral systems, Facebook job Apps etc. It is not just for the UK market either.
If you are a vendor and want to know more about this project get in touch to be involved.
If you sell to the In-house Corporate Recruiter and are interested in some of the marketing opportunities get in touch to find out more.
There's a good chance that if Facebook think the next big trend is sharing (less) with fewer people (better targeting) there's a good chance they are right. Facebook also now calls itself a “mobile first, mobile best” company but also know that there is no space on the RHS for adverts which is why you are starting to see more "advertising" in your timeline.
Much of the world is going One Column so even in the B2B world we need to start thinking about soon.
Great article on WIRED for more information.
You may think it would never happen but as Google show in this video, consumers are taking their journey across devices so that's exactly what Google are "forcing" with Enhanced Adwords. This being the case, it's only a matter of time before they "encourage" website owners to make their websites compatible across all devices or suffer in search results if they don't!
Most corporate recruiters are (sadly) a bit embarrassed by their career site but because it is seen by everyone in the organisation, trying to get it changed is quite a daunting proposition. The HRD will have opinions. The CEO will want to see it. Marketing definitely will and who knows who else. Yet the poor resourcing manager is expected to manage all of these different opinions and come up with something that keeps everyone happy. Not an easy task which is why it is often left for another day.
Google didn't purely launch Chrome to win browser market share but to force other browsers to innovate and innovate fast. By doing so it allowed Google to unleash yet more products into the market! Very smart and so far proving to be very successful. So how does this help TribePad and the recruitment industry?
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