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.
HirePad is designed to plug the gaps at the front end of the ATS. I think it does it well although to be fair, some ATS products are starting to put a bit more effort into the candidate experience and job marketing. But right now, this week and next, HirePad still plugs a lot of gaps which is the point of our somewhat "tongue in cheek" ad campaign we are (hopefully) running on LinkedIn.
So if you'd like a copy you can get one at www.hirestrategies.co.uk/CRS2012.
I first ran the survey in 2010 so wanted to see if anything had changed in the last two years. Not so much about functional tools like mobile but more around the mindset of the corporate recruiter.
Is the CEO focused on growth or survival?
How important is recruitment?
Can you find the people you need?
What are you doing to hire the right people?
What would you think?
How successful would they be?
The answers are obvious as Amazon got their web site right way before they became known for the other aspects of what they do in order to fill your order.
So why is it if you look at the end-to-end recruitment process, it is rarely up to Amazon standards on the front end i.e. the career site.
You may think the life of a recruiter is busy with tight deadlines but what about the life of a daily newspaper editor?
Maybe we can learn a few tricks from the content publishers and look to exploit some of their secrets to build that recruitment blog I talked about in my previous post?
The difference between marketing and advertising probably doesn't feature in the mind of the average recruiter under pressure to fill positions, but unless someone is thinking about the difference you will be burning a hole in your budget quicker thatn you fill your vacancies.
So what is the difference but more importantly, why does it matter?
Here's the rub. Marissa Meyer is pretty much saying to the existing people, either your capable and have got lazy so step up NOW and/or, the existing people will not get us out of this mess so I'm going to hire people that will help us get back to where we once were.
Marissa Mayer knows that recruitment is her number one growth strategy. She needs the very best talent to get Yahoo back to being an amazing company. If this very high profile example does not show the true value of recruitment then I don't know what does.
Recruiters; this is your calling. Make the most of this while you can.
A hands-on, experienced social media and talent technology consultant with a strange passion for running in harsh places.
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