Online Recruitment - The tools, techniques and challenges

Online Recruitment The tools, techniques and challenges

HR trends
Candidates want an individual relationship with the employer
Common to hear about “the skills shortage”
Huge growth seen the last 5 years around online recruitment tools for candidates
Recruitment is now about customer relationship management
It is still a “war for talent”, and now the most advanced guerrilla fighters using the latest weapons
It is a "zero sum" game between your company and everyone else competing for similar talent
Up to 25% of existing eRecruitment vendors will be acquired or go out of business in the next 3 years (Gartner Q4 Report 2004)
Michael Specht – michael@specht.com.au

Technology trends
Vertical search (Indeed, SimplyHired)
Direct search (Google, Yahoo, MSN)
Plain eRecruitment tools are out, Talent Management Suites are in (Gartner Report Q4 2004)
Dot Jobs Internet Domain
Social Networking (Linkme, LinkedIn, Friendster)
Online people databases (CVOz, Linkme, ZoomInfo, Pagebites)
Referral programs (Employee or via a tool like Jobster)
Career Development solutions (Gooru)
Blogs

The candidate experience
Do your people struggle to find an interview room because in your open plan office there are few meeting rooms? How quickly can you get them in to meet? Does every single experience impress them? I could go on.
Now answer the following question: Who adds greater individual value to your company’s bottom line in their lifetime, one member of staff or one client? (or for those of you with large ‘corporate’ clients - which adds the greatest lifetime return on investment, one dollar spent on the candidate ’sales’ experience or one on traditional sales?)
mmm… I thought so
http://resourcingstrategies.com/2005/07/29/candidate-experience-a-couple-of-questions/
“ ” Michael Specht – michael@specht.com.au

Why do you care about candidate experience?
The most qualified candidates always have choice
Top performers can generate 10 times their cost
A candidate’s experience of the recruitment process impacts their choice of employer
The ability to meet the talent demand of the organisation IS a key aspect of your success
Your online presence is increasingly becoming the candidates’ predominant experience of your company

The Best from CareerXRoads Survey
Directly target who you want to hire (experienced, graduate, executive, contractors, specific skills)
Directly engage with your candidate through your message
Memorable
Consistent
Congruent
Inform the candidate about what is and will be happening
Respect the candidate and their time

The Best from CareerXRoads Survey
Transparency of the process
Practice tests online when required
Resume and interview preparation tips
Personal employee experiences “day in the life”
Online chats, webinars
Blogs

The Worst from CareerXRoads Survey
The gap is increasing! The best are getting better, the worst are getting worse
No (or a single page) online content on corporate Internet site
Not informing the candidate about the process
No communication, poor or mistimed communication to candidate
Poorly written/standard acknowledgement notices
6 clicks or more to a job description
30 minutes or more to apply for a job online
No recruitment brand statement, and/or not linked to the overall organisation brand

10 things you do to improve your online recruitment process
Think of the candidate when building your corporate careers site
Make your hiring process transparent
Ensure all job descriptions are consistent on the careers site, and on job boards if used
Ensure your careers site appears in search engine results for your company name and key products
Register for a dot jobs domain to help with future search
Contact Jobster and get a referral campaign going
Read the CareerXRoads Job Seeker Survey and implement findings
Join LinkMe / LinkedIn and start searching the social networks
Start a blog and use existing bloggers to help promote (you probably already have some)
Buy some Google Ad words to drive traffic to your jobs

10 things you do to improve your online recruitment process
Think of the candidate when building your corporate careers site
Make your hiring process transparent
Ensure all job descriptions are consistent on the careers site, and on job boards if used
Ensure your careers site appears in search engine results for your company name and key products
Register for a dot jobs domain to help with future search
Contact Jobster and get a referral campaign going
Read the CareerXRoads Job Seeker Survey and implement findings
Join LinkMe / LinkedIn and start searching the social networks
Start a blog and use existing bloggers to help promote (you probably already have some)
Buy some Google Ad words to drive traffic to your jobs
Attend major business conferences with sales teams to attract and listen to potential candidates
11 Michael Specht – michael@specht.com.au

References
Gartner – E-Recruitment Software Market Trends Q404 ( http://mediaproducts.gartner.com/reprints/taleo/124531.html )
The Best Practices of the Most Aggressive Recruiting Department – Dr John Sullivan ( http://www.erexchange.com/ARTICLES/DEFAULT.ASP?CID={251A4E59-6A0C-4E80-8C8C-CEDA95334C2D })
CarrerXRoads Whitepaper of Staffing Strategy and Process 2005 ( http://www.careerxroads.com/news/2005FortuneStudyWhitepaper.pdf )
Resourcing Strategies ( http://resourcingstrategies.com )
Online Recruitment ( http://cheesman.typepad.com/seo/ )
Microsoft Jobs Blog Gretchen Ledgard & co ( http://blogs.msdn.com/jobsblog )
Microsoft’s Marketing & Finance Blog Heather Hamilton ( http://blogs.msdn.com/heatherleigh/default.aspx )
Recruiting.com
Recruiting Roundtable – “Key Developments in Recruiting” ( http://www.recruitingroundtable.com )
Michael Specht - http://www.specht.com.au

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Online Recruitment - The tools, techniques and challenges

by Michael Specht on Mar 24, 2008

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