Online Recruitment - The tools, techniques and challenges

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A presentation I gave in 2005 for AHRI at their HR Week on Online Recruitment.

A presentation I gave in 2005 for AHRI at their HR Week on Online Recruitment.

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  • This is fantastic! I have actually recently come across a e-recruitment system which fullfills all 10 points that are advised to improve your recruitment process.

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  • really helpful. Can you please share the PPT . My email id is singh_namrata@hotmail.com
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  • Great PPT could u Please send it across to my email id chasmcon@gmail.com
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  • Great PPT could u Please send it across to my email id chasmcon@gmail.com
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  • 1. Online Recruitment The tools, techniques and challenges
  • 2. 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
  • 3. 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
    Michael Specht – michael@specht.com.au
  • 4. 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
  • 5. 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
    Michael Specht – michael@specht.com.au
  • 6. 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
    Michael Specht – michael@specht.com.au
  • 7. 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
    Michael Specht – michael@specht.com.au
  • 8. 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
    Michael Specht – michael@specht.com.au
  • 9. 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
    Michael Specht – michael@specht.com.au
  • 10. 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
  • 11. 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
    Michael Specht – michael@specht.com.au