IAEWS Fall Congress Sneak Preview
Join IAEWS Fall Congress Chair Steven Rothberg and IAEWS Executive Director Peter Weddle for a free Webinar on Tuesday, September 17th at 1:30 PM ET (10:30 AM PT, 6:30 PM GMT) about the program for the IAEWS Fall Congress.
They’ll share the list of speakers, the topics they’ll cover and some of the other plans that make the IAEWS Fall Congress the most original, most daring event ever in the online employment services industry.
The Webinar is sponsored by the Recruiting Trends Conference and is open to IAEWS Members and non-Members alike. To register, please click here.
And, if you can’t wait for the Webinar, you can register for the Fall Congress by clicking here.
About the Congress
Here’s the top-level agenda for the Congress. All events take place at the Holland & Knight Conference Center, 131 S. Dearborn Street, 39th Floor, Chicago, IL USA. Due to building security requirements, only those previously registered will be admitted.
Monday, October 14, 2013
3-5:00 PM Discussion Forum for 2013 IAEWS Global Benchmark Survey Participants
5-7:00 PM Meet & Greet Cocktail Reception
7:00 PM Chi-town Employment Site Dine Around
(optional: you and your friends select from among some of the city’s best dining spots)
Tuesday, October 15, 2013
8:00 AM Registration
9:00 AM Fall Congress begins
- Opening Industry Keynote: Mike Durney, new President & CEO of Dice Holdings, Inc.
- Closing HR Keynote: Mary Kay Baldino, head of recruiting for Outerwall, Inc, of Redbox and Coinstar fame.
5:30 PM Fall Congress concludes
5:30-7:30 PM Networking Reception
Wednesday, October 16, 2013
9:00 AM-5:00 PM User/Customer Group Meetings for IAEWS Members & their Guests
The New Talent Ecosystem – Part II
An excerpt from The New Golden Rules of Job Board Success: Four Principles for Optimizing Operational & Bottom Line Performance.
The new talent acquisition ecosystem encompasses the full (and still evolving) array of strategies, tactics, technologies and applications that can now be used to acquire top talent online and off. It is specific products and services as well as the more complex and multifaceted capabilities that are possible with their effective integration. It includes everything from mobile apps for job alert transmission to job postings with embedded video, from data mining and social sourcing to talent network formation and communication, from corporate Web-site design and development to e-staffing and e-executive search services.
As unsettling as this vast new tableau may be – it is, to be sure, the expression of change on steroids – it also offers job boards a pathway to transformation. It enables them to select from a more expansive array of capabilities to introduce their own more powerful set of products and services for their customers. That more fulsome capability, in turn, repositions them in the market and expands their revenue potential. It enables job boards to both brand themselves and operate as talent acquisition centers of excellence rather than as job posting vendors.
Market Repositioning
Wikipedia defines a center of excellence as “an entity that provides leadership, evangelization, best practices, research, support and/or training for a focus area.” A talent acquisition center of excellence, therefore is an organization which has the knowledge and skills to provide leadership, evangelization, best practices, research, support and/or training in the full array of modern sourcing and recruiting tools, techniques, technology, applications, strategies and tactics for winning the War for the Best Talent.
It may not – indeed probably will not – offer all of these products and services itself, but it knows their strengths and weakness and how best to tailor a self-selected subset of them into an integrated solution for each of its customers. No less important, it delivers that expertise as a trusted partner of each organization providing consultation and support as well as the products and services within its own portfolio.
Does that mean job boards should no longer focus on job posting sales? Of course not. Selling, whether it’s done by automation, telephone or in-person sales calls will obviously continue to be important, but it must now be transacted within the frame of a larger relationship. That larger frame must give the customer the sense that they are working with – not buying from – an expert in talent acquisition who is committed to helping them develop a tailored, comprehensive, and cost-effective campaign for recruitment.
The best analog to this transformative shift is the product and service ecosystems now being created by technology companies. Brands from Apple and Microsoft to Google and Facebook no longer believe that a single core product – whether it’s the world’s most prevalent operating system or the world’s dominant search engine – can sustain a business. As a result, they are pushing out the boundaries of what they offer to their customers. They are moving from a one-trick pony to a thoroughbred with a range of capabilities. Instead of offering a single product or service, they are now offering a multifaceted solution.
For example, Apple doesn’t just sell computers, tablets and phones any more. It supplements that hardware business with an operating system, core apps and an online entertainment services enterprise. The net result is not only more revenue, it’s more loyal customers as well. And the source of that loyalty? The ability of each customer to pick and choose from an array of products and services to tailor an experience that is right for and unique to them.
Similarly, Microsoft has supplemented its core operating system product with a range of new hardware. It recently unveiled its first computer, and the bet is that it will shortly introduce a smart phone, as well. Meanwhile, Google has extended its search business with its Nexus brand of smart phones and tablets, and almost certainly has even more products and services in the wings. Its recent acquisition of Motorola Mobility, for example, suggests it will be launching new software services for its Android mobile technology.
How big is the market in this new talent acquisition ecosystem? We’ll cover that in our next newsletter.
Benchmark Survey Changes
We had a flood of IAEWS Global Benchmark Survey submissions last week, but also a number of requests for a little more time. So, we’re pleased to announce that the submission date for the survey has now been slipped to Wednesday September 18th.
In addition, as previously announced, the requirement to complete at least 75% of the questions to receive a final report has been eliminated.
So, take advantage o the only survey in our industry which not only provides you with relevant and useful data, but also invites you to participate with your peers in a Discussion Forum of the survey results. Getting a report with written results is helpful, but getting to explore their implications with other employment site professionals is truly an advantage, and only the IAEWS Global Benchmark Survey provides it.
Click here to sign up for your survey questionnaire.
New Employment Site Channel
Weddles.com. is pleased to announce the launch of a brand new channel of information and resources designed specifically for employment sites.
Here’s what you’ll find on the site:
- Books & Tools for improving site operations and the bottom line
- Site Success Resources including webinars and an unique industry award program
- Plus much more!
There’s something there for everyone, whether your site is a startup or a seasoned veteran of the online employment services industry, whether it’s a niche job board or a general purpose sourcing and recruitment site.
So, drop by and check it out. Visit Weddles.com today!
WEDDLE’s New Guide Now at Amazon
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.