The eleventh edition of WEDDLE’s Guide to Employment Sites on the Internet – the book the American Staffing Association called the “Zagat” of the online employment services field – is now available at Amazon.com.
This edition is completely updated, so if you have the 2011/12 Guide or an even earlier edition, you need this all-new classic right now!
The book features:
- The Top 100 – WEDDLE’s pick of the 100 best employment sites on the Web. Each site is described with a full-page description of its features, services and fees.
- The Best & the Rest – A directory of over 9,000 sites organized by career field, industry, geographic focus and other factors. It’s the most complete guide to the Web’s sourcing and recruiting resources, period.
Click here to get your copy of Weddle’s Guide to Employment Sites on the Internet today.
The Recruiting Aesthetic
Recruiting is an art, so it’s not only appropriate but essential that it be conducted in accordance with an aesthetic. Unlike a strategy or tactic, an aesthetic is neither a game plan nor a set of actions. It is, instead, a guiding principle that shapes the formation and implementation of strategies and tactics with a core value.
While much is said and written about strategy in today’s War for Talent, only one game plan can actually yield true victory. If talent is the key to success in the global economy, then “capturing an unfair share of the best talent” must be every enterprise’s goal. And if that’s the objective of recruiting, then the choice of tactics must be based on a single, complementary criterion: which actions provide the best assurance of achieving that goal.
An aesthetic, in contrast, must provide an ethos to which both the strategy and tactics adhere. If a brand differentiates an employer by characterizing its culture, an aesthetic does so by extolling its character – its dominant organizational value. If brand describes the “what” of its employment experience, its aesthetic describes the “why.”
And, why has never been more important. One of the most famous maxims in employment states that “Talent joins an organization, but leaves managers.” It is usually cited to underscore the importance of leadership. However, if the first part of the maxim – joining the organization – isn’t achieved, the quality of leadership is moot. And for top talent, the decision to accept an offer is based first and foremost on an organization’s core value.
So, what should be an organization’s recruiting aesthetic in a War for Talent? It should be its own tailored version of Universal Mutualism – providing a win-win proposition for every working person.
Implementing Universal Mutualism
To understand the meaning of the term “universal mutualism,” it’s necessary to deconstruct it.
The first word – Universal – indicates that an employer consciously seeks to engage 100 percent of the workforce. While most organizations think they do so, the reality of their strategy and tactics says otherwise. For example, visit virtually any employer’s career site and you’ll find the term “job seeker” or “candidate” used to address those who visit. Yet, the U.S. Bureau of Labor Statistics reports that, at any point in time, just 16 percent of the workforce is actively in transition. As a result, 84 percent of the population doesn’t think employers are talking to them.
Similarly, look at the content on corporate career sites. Once again, it’s almost entirely devoted to soliciting applications. While information about an employer’s facilities and benefits is helpful to active job seekers, it provides nothing of value to the other 84 percent of the workforce who aren’t looking for a job (at that moment), but are looking for help advancing their career. It optimizes the candidate experience, but does nothing to optimize the experience for everyone else.
That reality is what makes the other word in the aesthetic – Mutualism – so important. Employers that are guided by Universal Mutualism provide a win-win experience for everyone. They provide job application support for active job seekers and job advancement support – for example, tips on setting career goals and dealing with career roadblocks – for the rest of their site’s visitors In effect, they develop a symbiotic relationship with those who aren’t looking for a job (right now) as well as those who are.
Universal Mutualism is a critically important aspect of the art of recruiting. It enables small and mid-sized employers to compete with large organizations, and large employers to differentiate themselves from their competitors. Is it possible to survive in the War for Talent without such an aesthetic? Yes. Is it possible to win the War for Talent without it? Absolutely not.
Thanks for Reading,
Visit me at Weddles.com
The Best Online Recruitment Tool Ever
WEDDLE’s Directory of Employment Web Sites is a one-of-a-kind database of job boards, social media sites, career portals, aggregators, employment-related search engines, job ad distribution companies, recruitment blogs and other recruiter resources. Its 9,000+ entries are organized by occupational field, industry, geographic focus and other specializations (e.g., diversity, veterans).
If you want to:
- Develop a pinpoint targeting strategy for your recruitment advertising,
- Identify the best social media sites for connecting with top talent,
- Improve the quality of the applicants you source online,
- Sell products and services to job boards and other employment Web-sites
then the WEDDLE’s Directory is for you!
The database is delivered to users online and is both internally searchable and suitable for downloading into a CRM system.
Click here to order your copy or contact WEDDLE’s at 203-964-1888 for additional information.
Recruiters Have Careers Too
Recruiters have careers too. And, in today’s economy, they need to protect them! Even the best of recruiters have found themselves laid off by their employer or at a dead end in their organization.
How can you protect yourself?
Get Peter Weddle’s new guide, The Career Fitness Workbook. It’s available at Amazon.com.
The book has a number of special features:
- Organized just like a physical fitness regimen, the book tells you what to do to improve the health of your career, how to do it and – unique to the Career Fitness program – how often in order to maximize the employment benefits you derive from your efforts.
- From ancillary skill development and work pacing to soul work and gathering career intelligence, the book introduces a powerful blend of the best traditional practices and state-of-the-art techniques for effective job search and career self-management in today’s uncertain times.
- Filled with worksheets and exercises, the book is a complete self-study program that delivers the knowledge and skills required for BOTH job search and career success.
So, get your career in shape. Get The Career Fitness Workbook today!
Be At Your Best With the Best Tools
The best recruiters use the best resources to get the job done. And, when it comes to reaching top talent online, their choice is clear. It’s WEDDLE’s Guides for Recruiting Success. Get yours today!
WEDDLE’s Guide to Employment Sites on the Internet. This is the 11th edition of the Guide the American Staffing Association called the “Zagat” of job boards and social media sites.
WEDDLE’s Guide to Association Web Sites. This book details the recruiting resources and capabilities that are available at the Web-sites of over 3,000 professional and technical associations.
Finding Needles in a Haystack. This one-of-a-kind guide lists over 25,000 keywords and keyword phrases, across 5,400 job and position titles in 28 industries and professions.