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Comment on: Topic 'Question of the week - May 1st - What steps should a recruiting firm take in o…': .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! Happy Recruiting, Sue Hand…; Added by Susan Hand to BillVick.com at 5:27pm on May 5, 2008

Blog Post: Online Training Programs: The Pros and Cons

Added by Sean Pomeroy at 3:07pm on July 6, 2015

Blog Post: Israeli Startup Recruiting Report - 2015: “The scarcity of women applying for technical positions (and getting hired), two month averages to fill positions, and the enduring value of personal referrals.”…; Added by Omer Tadjer at 2:09pm on November 13, 2015

Blog Post: 2009 is dead! Recruitment outlook for 2010...: As 2009 gasps and wheezes its way to the finish line, all eyes and hopes are on 2010 and the fortunes the coming year may bring. Or not, as the case may be. If you listen to many commentators out…; Added by Gareth Jones at 2:34pm on December 22, 2009

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Blog Post: Measuring Candidate Experience – You need to measure if you want to improve!: Added by Jonathan Duarte at 10:04pm on December 6, 2019

Blog Post: Branding vs Recruiting: Back in 2011, Jodi…; Added by Recruiting Animal at 7:09pm on August 22, 2013

Blog Post: What is Google AI Job Search

Recently Google announced a new a featured related to jobs inside Google Search. This is arguably…

Added by Ryan Naylor at 5:56pm on August 10, 2017

Blog Post: 4 factors changing the face of in-house Recruitment... Are you up for it?: I am an evolutionist. I love seeing things evolve, people, places, teams and functions. Looking back to 2002 (yep, all that way) when I first landed into the world of in-house…; Added by Dan Nuroo at 6:47pm on September 27, 2012

Blog Post: A world with no recruiters...

My other half is a vocal guy. He will not keep quiet when there is something out there he disagrees with. Unfortunately, he does not believe recruitment is a valid career choice. He…

Added by Samantha Lacey at 11:19am on October 14, 2011