.0 tools, but there are some critical success factors that all firms using Web 2.0 should define.
Defining, Assessing and Organizing intent, results, and relevancy of Web 2.0 tools will be critical for recruiters success. LinkedIn, Facebook, Blogs....all provide a reach that if used resourcefully will provide an Advantage to Recruiters world wide. If used randomly it may also create a poor message, and brand to recruitment agencies, recruiters, and candidates. Think of that message that misses the mark, or the recruiter that never called back--now its not one candidate lost, or one firm declined but potentially thousands.
The information, collaboration, network and reach that Web 2.0 resources provide us can be exhaustive. Therefore, a plan, with organization, thoughtful messaging, anticipated measurable information flow, user training , available resources and metrics should serve if not as a strategy than at the very least a framework and flow of inflow and outflow. After all, what good is any tool if it doesn't provide relavant, helpful results.
Some Steps not to miss when dealing with Web 2.0 Tools:
1) Align your message, brand, and communications with the firms vision, and mission will benefit.
2) Define the how, why, what and when tools should be used ie) Is there one site on Linked in to post a company profile or several--is it about the individual or the company?
3) Train the representatives from the firm on the spam vs. competitive strategy
4) Organize the results---do you have metrics to measure the source, do you have $$$ to support the results
5) Information Flow---are there gaps, are there updates, are they reasonable for the resources to complete? Ie) One blogger, several bloggers add to it. One page for Linkedin with links to every recruiter
6) Goals--follow the SMARTprinciple IS STILL Relavant in Web 2.0. Specific, Measurable, Achievable Reasonable/Relevant, and Timeline. Is your process and goals for the tools SMART?
Organization and collaboration of the tools will save effort, money, and time. From a simple template message, the response, the intake, the output, and of course the contacts and networks.
recruitment firm or any recruitment organization should take more than tactical steps in order to use Web 2.0 tools to the best advantage. A strategic plan that incorporates, assessment, alignment, relevancy,
Key elements of a Web 2.0 Recruitment Strategy must include, alignment to a firms strategic goals; collaboration of tools, assessment and relevancy of tools, design, and usage. As the future generation of social networks, web 2.0 tools, software service as a solution evolves--The potential for collaboration skyrockets, and the need for Organization, Directed Marketing, and Monitoring of Results will Everything from messaging, to profiles and banners should have some alignment so no matter what the tool used---the brand connects the firm with its potential stakeholders, clients, and sourcing avenues.
Web tools can create linkage once only dreamed about. Image having a company profile Web Page on Linked in with instant messaging to facebook, your blog and client networks. Well its being done today. Much like a simple booleon with a targeted result has worked for sources, interactive strategy in Web 2.0 to Each tool should be assessed for its individual value, and comprehensive value. Ie) a recruiting firm that specializes in Tech might have a more aggressive objective in using.
I could write for hours, but in short, don't be bitten by the Shiny Object, Make sure you have a plan, use your resources and the WEB 2.0 companies Resources ie) lInkedin has a great help, so doesn't blogger. Then coordinate all and Go AT IT!
ng their own website well and gettinng canidate CVs / resumes at highly cost effective prices.
It is not for trying - there are many SME agencies who have been sold a "great website" by suppliers who have totally ripped them off and missed key SEO must haves along with delivering a shocking user experience.
How many applications a month do you get from your website?
How are those users finding your sitie?
Does your site help the pragmatic job seeker - the active browser?
Do you give the job seeker enough information to decide to apply?
Is you application process full of large forms with many questions?
Can candidates register their CV with you?
Can Google read your job adverts?
I could go on all day with such questions!
So how are you doing? Are you happy with your site? Are you looking forward to my up comming blog posts on how to do it properly? What is the biggest question you would like my blog to answer?
Come on guys and gals - get discussing!…
ole, before I changed form being a suit to a creative ten years ago, be an Advertising Account Director who looked after many recruitment agencies advertising accounts in my time, including one of the largest recruiters in the world where we had 4 people working solely on their business. Four people! With the growth of technology however, many recruiting organisations have cu their costs to the bone by taken their advertising activity in-house. As a result you often get junior consultants giving junior support staff job descriptions to post up on a multiple job board package that's cheap as chips in the belief that the more bread you cast on the water, the more fish will bite. WRONG! The result? Masses of untargetted and poor content clogging up the web and the assumption by many consultants who don;t think their advertising through that job boards don't work.…
t difficult thing to achieve is simplicity.
Software vendors go a long way to add up features which in the end make the application too complex to use, slow and inadequate for the true needs of the users.
Simplicity is the key here. And speed.
Which brings me to two points
1) rate of user adoption may be the most important parameter to look for in an ATS
Newton Software had a good post about that recently
2) The perfect ATS would only have a minimum set of features
- Candidate resumes
- Candidate profiles should include only a basic search oriented set of automatically filled elements (zipcodes, main keywords, industry)
- the most important feature is search
All the rest (roles, social media push, etc ...) could be done without or through other means and applications
What would be the very minimum features a candidate management application should have?…