e, and I wonder why that is.
Animal, the balloon thing got me thinking about this issue, a catalyst more than the actual story itself. Maybe I didn't make that clear. Just so you know, I tweeted multiple times, posted on facebook, created a facebook group and sent it out to everyone, created 7 different twubs, blogged about it here, and sent in a press release to AP & Reuters, perhaps you missed them all.…
y, which in USA terms may sound small, but our total population is only 61.4m. That means a fair proportion of adults still read a national daily paper. Ad revenues have suffered of course eith the migration by advertisers to online, particularly where recruitment and other classified disciplines, once the backbone of a paper's income, are concerned, but the thing is that the actual readers aren't following or deserting the press in their droves as some anticipated. The newspaper industry is in decline, but it is a very slow one when you look at the overall picture. No idea what it is like in the USA though.…
posted on a site where thousands of recruiters will see it. (Pretty good press for free, eh?)
A quick visit to your site and once again I'm scratching my head. Online references? If that is indeed what your site does - it was quite hard to decipher.
Sorry Mike but I just don't see how any employer actually interested in what a "real" reference would say is going to be satisfied with a quick peep at one on-line reference and be satisfied.
Even with my clients - after I have done several reference checks - many want to call the person and have their own discussion - if only to confirm the work I've already done.
Seriously here. You think a candidate is just going to tell people "go look at my 'one' online reference"?
I can only imagine how much money you would think a client would pay for access to a canned reference. Let alone - the idea of any "real" reference wanting to put anything official in writing on the web.
The best references are the ones who agree to a "confidential tell all" and not the glossy "Oh yeah, he was great" stuff. Clients pay us to check references - not read one posted somewhere.
ive results, however the use of the tools and exact processes for making them effective are far from being defined or have "best practices".
You are completely correct about the lack of communication between employer and employee. It is a significant issue and continues to be with the evolution of automated screening tools and vendor management solutions that create a large gap between the actual needs of the client manager and the recruiters/vendors, etc responsible for solving their problem with the right candidate. But do social platforms fix that issue - YES and NO. Yes in the fact that they create communication channels outside of the norm that allow managers and recruiters to speak. NO in the fact that the corporate processes are the true issues at hand and therefore need revision for there to be true positive movement. Social networking has simply provided a work around.
In terms of the communication with the recruiters and candidates, social networking has provided large benefits, reaching people outside of the "active" seeker and bringing to light networks that can pass word of mouth opportunities across a closed network of people that are typically in the same business field. This is a huge advantage and allows a savvy professional to work with the experts in the field to locate another expert.
I see it as being neither a symptom nor solution. Social networking started for other reasons and someone quickly realized that leveraging that power for recruiting makes sense - therefore it does not qualify as a solution to any problem.
My question remains as this - when are people going to start speaking with people again at the company - candidate level so the proper people get the jobs in a timely manner. Too many automated tools, HR people, etc. in the way for the managers in the trenches to get the people they need. Till that changes, there is no solution.…
nd other companies looking to fill key positions and sees further traction in this market. "We continue to hear from our candidates that knowing what opportunities exist in the job market assists them in making informed decisions about where they will fit and be able to create immediate value for employers," says Chris Beck, the Company's SVP of Business Development. Beck adds, "With our traffic on SecurityJobZone up nearly 30% from last quarter, we know empirically that it is really beginning to make an impact and we plan to take the comments and feedback and incorporate additional tools to this portal."
SecurityJobZone.com makes it easy for companies to post openings and gives candidates an easy interface to search those postings as well as submit their resumes. Further, the site provides many resources to the candidates that include resume examples and tips as well interviewing techniques. The Company is currently offering a free 30-day trial to employers; the login is available on www.securityjobzone.com.
About Talent Alliance:
Based in Austin, Texas and with operations in Shanghai, China -- Talent Alliance, Inc. (http://www.talentallianceintl.com) provides talent management and talent acquisition technology applications and resources in the United States and The People's Republic of China. Talent Alliance provides world class permanent placement recruiting, contingent staffing, employee leasing and benefits management services, and proprietary talent acquisition technology solutions to small, medium sized businesses and multi-national corporations in the United States and the People's Republic of China. The company currently has offices in Texas, Florida, Missouri, Shanghai and Beijing, China.
Safe Harbor Statements under the Private Securities Litigation Reform Act of 1995: The material contained in this press release may include statements that are not historical facts and are considered "forward-looking" statements within the meaning of the Private Securities Litigation Reform Act of 1995. These forward-looking statements reflect TLAN's current views about future events, financial performances, and project development. These "forward-looking" statements are identified by the use of terms and phrases such as "will," "believe," "expect," "plan," "anticipate," and similar expressions identifying forward-looking statements. Investors should not rely on forward-looking statements because they are subject to a variety of risks, uncertainties, and other factors that could cause actual results to differ materially from TLAN's expectation. These factors are elaborated upon and other factors may be disclosed from time to time in TLAN's past filings with www.pinksheets.com and available on its website. TLAN expressly does not undertake any duty to update forward-looking statements.…