Hire Strategies Blog

Job boards vs. social networks. #in

The job boards pretty much took the entire job advertising market from print in around 10 years. The social networks could take the market from the job boards in maybe half that time; so it is now the job boards market to lose. Here's a few things they could try to save it.

Pages, pages everywhere so where does my career site fit?

(Photo courtesy of http://www.flickr.com/photos/patrick-smith-photography)

As a recruiter you have your coveted career site but you also have Pages; Facebook, Linkedin, Google+ and no doubt there will be more incarnations to follow. But as more "brands" push people to their Pages rather than their website (X-Factor is a typical example) where does that leave your own site? Redundant or different? The road ahead is daunting.

The future of the job board; my latest prognosis!

A picture says more than a few words so I'll leave it at that. RIP job boards, the end is nigh.

Linkedin versus Job Boards

Surely one can't compare Linkedin to a Job Board as they are not the same? Really!? Well I don't give a rats ass as they both allow you to advertise jobs and search for candidates.

Google Adwords versus Job Boards

Very few recruiters use Google Adwords and most of those that do, do so badly. A typical corporate recruiter Adwords campaign will be managed by their Ad Agency who in turn don't really know how to maximise Adwords or in fact, make money in providing it as a service. So apart from getting a specialist to manage Adwords campaigns for you (something Hire Strategies do!) you have to learn how to do it yourself which tends to mean you won't bother.

One night stand, short term affair or full on marriage?

Recruiters tend to dip their toe in the water and flirt with the latest sexy tools although in some cases they shy away because it all looks a bit too hot to handle. Everyone seems to be in bed with the job boards but then they are just a bunch of media tarts really.

Google is a bit of a geeky looking type that's hotter than hell if you spend some time getting under their skin but most think Facebook and Twitter look sexier but just flirt with them and never take it any further. Fickle lot these recruiters. But one night stands rarely live up to expectations and short term affairs are just a bit too risky which is why most just go back to hum drum job board land. Some recruiters do of course get their kicks from their job board and are happy to stay where they are but some are not yet they just won't take the plunge and try something more than just a dip in the water.

If you are going to flirt with SEO, Adwords, blogs, Twitter, Linkedin, Facebook or any of the others can I suggest you go into this with long term in mind. Campaigns are fine as a one-off if you can get by with these but building a talent pool, or a community, or a Linkedin Group, or SEO, or Google Adwords need more than one night. Enough said.

Corporate Recruiters help Agencies thrive and survive

An interesting post on Stephen O'Donnell's blog Aye Right called The end of the CV database started me thinking about how the whole issue of "who owns the candidate". The person who really "owns" the candidate is of course the candidate but they go where they choose to get a job; be it direct or indirect. But don't for one second think that direct is always the best route. Retailers continually fight off the manufacturers in the same way that Agencies will continually fight off corporate recruiters.

The Corporate Recruiters Handbook - Your Recruitment 1st Aid Kit

If you haven't got a copy yet you can order one at www.hirestrategies.co.uk/handbook.

P.S. Look out for the stalker in the video!

2010 New Year predictions for social recruiting et al

I know it is a bit early but I thought I'd get this one done before I retire for the rest of this year.  My last post of 2009 and hopefully my last day of work for 2009.

So what are my predictions for 2010?

There's gold in them thar CV's

Linkedin are constantly adding more and more features to make search ever easier and Monster are launching the teeth gnashing Power Resume Search.  Then of course we have the CV parsing technologies being added to the ATS's and before we know it, the recruiter has as many places to search as they do post.  And what about the poor job seeker?  What about giving them a Power Job Search?

But are we missing the point.  Surely half the reason for search is that recruiters have way too many CV's that are irrelevant but they can't get to the good ones that easily.  Maybe if something was created for the job seeker it would help them find the right job and stop them just blasting out as many CV's as possible?  Maybe not...

So is the next step for Linkedin to add more and more CRM type functionality?  Do we end up with the ATS being all about "post screen" and being more about shortlist to hire?  Or is the ATS going to become less complex and focus purely on processing and reports?  Lots of mashing and crossover of functionality in the recruitment process.  Imagine trying to track all of this - makes that ROI dream even more dream like.

Either way, and I can't think it will become that much clearer that soon and expect 2010 to be grey skies tinged with some pockets of blue.  Whoever can make the best CV mining tool may just be a winner!