Hire Strategies Blog

Fish4jobs - reasons NOT use them!

I read an article/case study this last week about how Fish4 had used a SEO agency to improve their 'vital pathway' to their customers. 

And their crowning glory was:

Ranking in position 1 out of 81.7 million results in the Google rankings for the keyword 'jobs'.

Do they really?  And so what if they do!

Vodafone Mobile Broadband - don't waste your money!

I was on a speaker panel yesterday and Employer Branding came up as usual; my view is that brand is more about what you do than say.  My experience with Vodafone was so poor that my view of them in their entirety is pretty poor.  Not that they would ever employ me anyway, I would not be interested after my recent experience!

Speed into cyberspace
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BT implements Enterprise Social Networking

After various trials, tests, internal debates with the policy makers, and technology changes BT have launched their internal Social Network.

You can read more details about what the network includes on the Inside Out Blog.  Well done to Richard Dennison and the team for getting this through the internal politics!

Will job boards suffer

Microsoft have recently announced that they will be pushing comparison sites down the search results in order to improve the positions for branded sites.  Hopefully Google will follow suit and that they will also be able to do the same for what I call SPAM sites; otherwise known as link sites.

So how could this affect some of the job boards and aggregator sites like Totaljobs and Indeed?

Social media developing brands

Lego has been one of the companies that has harnessed Web 2.0 to help it give its customers better products by engaging with them.  In fact, they were one of the first companies I came across that had a social network for their 'younger generation' customers i.e. kids.

One of their most recent products Lego Mindstorms NXT is an example of how Lego allowed their customers to create the products whilst Lego take a watching rather than a controlling role. 

Web 2.0, open source, listening; what next?

Twitter comes of age

Over the weekend I had the 'pleasure' of competing in a rather long race.  We ran(!) 95 miles, across Scotland where the midges hunt, and ascended 4,500m which is more than half-way up Everest.  After almost 31 hours of not sleeping I was ready for a break which is luckily when I had finished!

But, being a fan of Twitter, I am an even bigger fan now and have managed to explain what a great idea it is to people who have no idea what it is.  My support team of 2 kept updating Twitter on what I was doing which a few people found quite amusing (I was not aware of any of it) and has also made it a lot easier for me to tell anyone how it all went.

Have a look what a 95 mile run looks like!

Specialist or Generalist

Over in the 'real' marketing industry, where everything has lots of 0000's, there is debate about online video.  Should ad agencies with internal film departments create it or specialist companies who only focus on film/video?  Jack of all trades or efficiency gains?

But where does it apply in the world of recruitment?

Hays Recruitment 'bully boys' vs Mark Ions

So who owns your network of contacts?  According to a recent High Court possibly not you!  In this case, the report I read did not define if Ions had uploaded his own contacts to his Linkedin profile or the entire Hays Recruitment database.  But, it raises some interesting points.

Gen Y | What do they want? Same as us?

They seem to want more of this but less of that; jobs today for work tomorrow; recognition for their skills for jobs that they'll do that they can't define as they haven't been created (yet).

Ahh the youth of today; sounds just like when we were young!  How time moves on; everything yet nothing changes other than a label but more than we like to admit.

Oh no, is that a wagon I see?

Talent Management | Bottom up or top down?

It's quite interesting seeing how the talent management software vendors are all jockeying for position and how their products are taking different start points.  But, the one consistent point is that automating talent management could very easily be seen as:

• Yet more work for management.
• Something that is 'done to' people.
• Too much change driven by technology.
• Not instinctive therefore not done!

But that's looking at it from a top down viewpoint.