Joel Cheesman, President, HRSEO<\/p>\n
Blogger\u2019s view of online recruitment and beyond<\/p>\n
\u201cI\u2019m in control. The individual is in control.\u201d<\/strong><\/p>\n Risk is good!!! Stare risk in the eye and take a chance!!! It\u2019s not life or death.<\/strong><\/p>\n Information overload \u2013 people are overloaded with information.<\/p>\n N\u2019sync, sold 1 million albums first week, Napster. The Long Tail became an infinite tail of data for music. The tail is getting longer with job sites.<\/p>\n Search is very important to local job sites. Search is intent based advertising. Vertical search is particular channels. Indeed, Simplyhired, Jobster, etc.<\/p>\n API \u2013 I can take the technology of a company and put it on my own site.<\/p>\n Monster is not customer friendly.<\/p>\n Myspace \u2013 the suits moved in, TOS change so that we own it, critical mass attracts the evil doers now. Candidate for governor has a Myspace page. How uncool is that to young people.<\/p>\n Verticals have a problem with monetization. Simplyhired, lets get as many seekers as possible.<\/p>\n 2 blogs created every second. What if you had blogs that showed the true face of the corporation. Showed \u201cwhat if\u201d example for McDonald\u2019s with audience member.<\/p>\n Attract passive seeker with blogs.<\/p>\n Push versus pull – the world is changing about pull instead of push. Be remarkable!!! (or are you linkworthy?)<\/p>\n —————————————————————————————– Raised in Colombia, South America, has worked in Nicaragua and Australia<\/p>\n Former Peace Corps, conduct and train on International Sourcing<\/p>\n Why does sourcing differ from country to country? Privacy standards, solicitation is not OK in some places, blogging is not increasing at the same rate in other countries, some people perplexed by this amount of information and you need to read up on cultural nuances of each target company. Recruiting works best by region, while sourcing typically works best by channel.<\/p>\n Topjobsites.com<\/p>\n Searchenginecolossus.com \u2013 country specific search engines<\/p>\n Domain extensions typically correlate with ISO country codes.<\/p>\n —————————————————————————————– Canada\u2019s biggest generalist job board, niche in terms of country focus<\/p>\n 51% think they will find your next role on the web<\/p>\n Pecking order in Canada: Workopolis, Working, Monster, Jobboom<\/p>\n Strong partnerships with newspapers<\/p>\n Tiered levels \u2013 now additional fees<\/p>\n —————————————————————————————– Climbed the Matterhorn \u2013 outstanding story<\/p>\n The way you approach a challenge allow you to define success.<\/p>\n The war for any talent (there is still battle wounds from this in my opinion) morphed into the war for the best talent<\/p>\n Scarcity on verticals and for A-level performers<\/p>\n Defining attributes We need to understand what works best?<\/p>\n Prediction: job boards will double every three years.<\/p>\n Specialization and Transformation It is one the most successful segments of the e-commerce space<\/p>\n It\u2019s tough to tell a well capitalized, well run site from something else<\/p>\n It\u2019s surprises Peter that the institutional knowledge is not collected for the enterprise<\/p>\n International Association of Employment Web Sites (800+ sites)<\/p>\n Protect the privacy of information, the data that they report to you is accurate<\/p>\n Career Community Centers are the new trend<\/p>\n 2GP + 3N + 2D = 1GH<\/p>\n Summary Mentioned University of Michigan study in which hiring managers were only 4% better than a coin flip.<\/strong><\/p>\n —————————————————————————————– Death of Diversity Top 10 —————————————————————————————– Employee Referrals are the Best Source of Candidates Job Seeker and Hiring Manager Satisfaction trending lower<\/p>\n 94% of online applicants never hear anything from anyone<\/p>\n Disrespect is now expected from candidate.<\/p>\n Exactly the same model is being used from 1963 \u2013 more tools does not equal more productivity!!!<\/p>\n Battle of the Brands Personal Brand Interesting Work \u2013 why the right person would want the job<\/p>\n Personal Interest at this time<\/p>\n His Currency Recruiting Relativity Theory \u2013 Desire to move is not a constant<\/p>\n Conclusions —————————————————————————————– Europe \u2013 labor shortage (20 million by 2030 per projections)<\/p>\n Sweden \u2013 Candidate must authorize data deletion<\/p>\n Matthew detailed a number of very interesting problems with data and legal conflict in Europe.<\/p>\n —————————————————————————————– Mobile networking is the web outside.<\/p>\n Mobile users are using “fill time”<\/p>\n There are more mobile than landline phone subscribers at this point n time<\/p>\n 350 Billion text messages are exchanged every month<\/p>\n Advergaming – $1.8 Billion by 2008<\/p>\n Starbucks \u2013 Summer Scavenger Hunt<\/p>\n Dodgeball.com<\/p>\n Wiffiti<\/p>\n Download mobile assessment tests involving games<\/p>\n Gave away an Ipod by asking for a text of the alphabet \u2013 half the respondents in attendance got it wrong! Scary indeed.<\/p>\n (If you attended the ERE conference – come see what you missed at Onrec!)<\/p>\n","protected":false},"excerpt":{"rendered":" Joel Cheesman, President, HRSEO Blogger\u2019s view of online recruitment and beyond \u201cI\u2019m in control. The individual is in control.\u201d Risk is good!!! Stare risk in the eye and take a chance!!! It\u2019s not life or death. Information overload \u2013 people are overloaded with information. N\u2019sync, sold 1 million albums first week, Napster. The Long Tail […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[13,20],"tags":[],"class_list":["post-173","post","type-post","status-publish","format-standard","hentry","category-customer-experience","category-recruiting"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/posts\/173","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/comments?post=173"}],"version-history":[{"count":0,"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/posts\/173\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/media?parent=173"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/categories?post=173"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.daviddalka.com\/createvalue\/wp-json\/wp\/v2\/tags?post=173"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\nShally Steckerl, Manager, Core Technical Central Sourcing Team, Microsoft Corp<\/p>\n
\nWindowontheworldonline.com \u2013 useful country cultural information<\/p>\n
\nPatrick Sullivan, President, Workopolis<\/p>\n
\nPeter Weddle, Edito and Publisher, Weddles.com<\/p>\n
\n–\u00a0They are passionate about their career
\n–\u00a0They\u2019re not as rare as you think
\n–\u00a0They listened to their mother
\n–\u00a0They must be convinced to change devils<\/p>\n
\nThere is no barrier to entry in the online employment industry<\/p>\n
\nAdvantages
\nBenefits
\nCapabilities
\nSign-off\/Call to Action
\n(tailor your information)<\/p>\n
\nJohn Sumser, Founder and President, IBN: interbiznet.com<\/p>\n
\n–\u00a0No Longer a Theory
\n–\u00a0Requires Practical Tolerance
\n–\u00a0Not Acceptance, Reliance
\n–\u00a0Harness What You Already Have<\/p>\n
\nTransparency
\nQuantify and Test Your Assumptions
\nLead With Like Gets Like
\nEncourage Collaborative Communications
\nEmbrace Negative Publicity
\nCreate Dynamic Employee Feedbackloops
\nDefine Workforce Requirements, Flexible Solutions
\nPractice Small Group Commnity Development
\nTune Employment Brand To Desired Workforce
\nTeach The problem. Use the Data. Encourage Dialog.<\/p>\n
\nJohn Younger, Founder and CEO, Accolo<\/p>\n
\nOnly the Outcome Counts
\nIt\u2019s the Work, Not the Job
\nAlign the Values<\/p>\n
\nCorporate Brand
\n–\u00a0Become Employer of Choice
\n–\u00a0Focus only on Corporate Success<\/p>\n
\n–\u00a0MySpace
\n–\u00a0Family Web Site
\n–\u00a0Personal website<\/p>\n
\nTrust
\nAccuracy
\nRelevancy<\/p>\n
\n–\u00a0We are all \u201ctemporaries\u201d, it\u2019s just a matter of degrees
\n–\u00a0We are all in various stages of availability
\n–\u00a0The term \u201ccandidate\u201d only defines a stage of life<\/p>\n
\nMatthew Parker, Group Managing Direcor, StepStone Solutions\u00a0<\/p>\n
\nLouis Vong, VP Interactive Strategy, TMP (talks too fast)<\/p>\n