Hire Strategies Discovery System Breakfast Seminar - July 7th London

We are running a free employer only breakfast seminar on July 7th at One Aldwych in London for employers who are either:

• Still recruiting and want to do it more cost effectively.
• Planning ahead and are looking at their future direct resourcing strategy.

Very few people need convincing on the merits of direct resourcing but actually putting the right things in place at the right time and for the right cost is not as easy as people would hope.  Having done this now on a number of occasions we have now systemised our process which allows us to quickly identify where an individual employer will get the quickest return but also have a 3 year plan to work towards.

If this sounds of interest more details are on our website at www.hirestrategies.co.uk/discover.

If I were a recruiter would I.....

.....BLOG?

Here's how I see it now. If I were a recruiter I would want my company to have a recruitment blog to help with SEO, company updates, general recruitment stuff etc. Otherwise you end up with an award winning set of blogs a la PwC i.e. one or two posts a year from their young bloggers who do not appear to have the time, inclination or incentive to post more often.

Whereas, give a recruiter a Twitter account and it is easier for them to maintain and allows them to update candidates about specific recruitment activities they as individual recruiters are working on.

Blog = company. Twitter = recruiter.
Both = better SEO and conversations.

Social Tentacles

How many social networks, profiles, friends do we need? 

Although those of us who 'get excited' by social media go off and try pretty much any new idea, the norm's of this world struggle with Facebook let alone Twitter.

So yet again, less is more but where should you start?

Next launch new career site

When I watch recruitment videos on career sites they are often pretty boring and same same e.g. meet Fred who loves us and guess what, he says great things about us!  But here's something that I think is a lot better.  And well done Gemma.

Career sites in 2009 - stop, stumble or go?

Of course there will be 'recruitment freezes' in 2009 but the need for even better people will be even more critical.  What do you think?

Bad landing page?

Google are pushing Adwords for recruitment quite hard these days which I am in support of.  But, one of the biggest errors I still see from job boards to (a few) corporates are bad landing pages.

Don't Facecruit me | I'm in the pub

There is still so much talk about using Facebook to recruit which can be of value if you use it well but the latest discussion I heard was around advertising on Facebook.  I reckon you may as well place a few adverts in the local pub.  Guess what, people in the pub are there to FORGET about work not be reminded about it.  In my view, people on Facebook (or any other SN's) couldn't care less about your recruitment adverts.

BTW: Industry stats are quoting a click through rate of 0.3% of such ads.

Sodexo 2.0

Sodexo in the US have gone quite a way with using web 2.0 tools to enhance their recruiting performance.

Sodexo UK for some reason seem to be somewhat lagging behind but I'm sure they will follow-up soon.

The YouTube page in particular is very good with a lot of content.  Well done Sodexo US - way to go!!

Social recruiting | Job searching

The evolution of the job board to social network is the tip of the iceberg.  It's not about which is the best option or easiest to use; it's about content or data, getting into the mindset of the person that dictates what kind of data and experience is most relevant.

This is where search will go. 

Matching data with your activities be they verbal discussions, e-mail, txt, blog posts, videos you watch etc.  Google will use computer power to anticipate your next move and present what is relevant.  If for example you talk about changing jobs with a few friends this will be 'heard' by the big machine and provide you with links.  Maybe to recruiting videos on YouTube or a company blog in the relevant sector.  If you are more specific 'I'm sick of working here'  then it could be some jobs as your are 'active' in your desire to get a new job.

So the point is, it's about making sure employers/recruiters have as much data in circulation as they can.  Jobs, blog posts, tweets, news etc.  If it's not there it won't be found; and you've got to be in it to win it!

Web 2.0 career sites | Is this how they will become?

This site is kind of how I see the smaller/niche/graduate career site looking in the not to distance future.  What do you think?