According to a recent PricewaterhouseCoopers survey of Chief Executive Officers, two-thirds of corporate executives now use a planning cycle of one year or less. Such nearsightedness virtually guarantees that recruiting will be an ad hoc, reactive and often crisis-driven process. Requirements will come in without warning or even adequate information, and be declared mission-critical the
Recently, I received a message from a job seeker that was depressing on two counts. It read, in part, “… I just can’t figure, when applying online, why there is not a response from the employer, even when the person applying is qualified. I guess online employment hunting is so impersonal that there isn’t any
Online communities sell stuff. That’s why eBay recently bought a 25% stake in craigslist, the homegrown community site that began in San Francisco in 1995 and is now flourishing in 45 cities in the U.S, Canada and the United Kingdom. Not only does craigslist help people sell refrigerators and used cars, it helps recruiters sell
A recent survey by Yahoo! HotJobs provided some interesting food for thought. When asked “Which tool do you believe can best help you meet your [recruiting] goals over the next year,” 20% of the respondents cited better screening tools, 17% pointed to improved candidate tracking, and a whopping 63% said that what they needed most
In the space of less than a decade, the Internet has gone from a techno-novelty to an integral component of the recruiting profession. In HR-speak, it’s become a core competency of what we do. As with any standard operating procedure, however, it’s important to step back and take stock from time-to-time, just to make sure
The most effective job posting works with even the most passive prospects. It’s easy to write an ad that will attract the attention of active job seekers, but doing so for those who aren’t looking for a job is a much more difficult proposition. These passive candidates move around the Web at warp speed and
If you’ve ever looked for a job on the Web, you can appreciate the enormous challenge it presents to job seekers. First, they have to find the specific site where your ad is posted. Then, they have to pick your specific ad-sight unseen-out of a database of thousands or even tens of thousands of other
We at WEDDLE’s have just completed our semiannual look at the opinions and insights of online job seekers. Our most recent analysis is based on information collected from over 1,000 individuals who participated in an Online Poll we conducted between November, 2003 and April, 2004. As noted in my last column, the respondents demonstrated considerable
The key to winning the War for the Best Talent is superior marketing and selling, and the key to those two activities is customer knowledge. In other words, if we can determine the online behavior of top talent-where they’re going and what they’re doing on the Internet-then, we can tailor our online recruiting strategy so
With business picking up and top talent increasingly hard to find, corporate executives are finally reawakening to the importance of recruitment. While that’s a happy development for those of us in the recruiting field, it is also a challenge. Greater priority means increased visibility, but not necessarily increased budgets or support. To take advantage of