Linkedin are constantly adding more and more features to make search ever easier and Monster are launching the teeth gnashing Power Resume Search. Then of course we have the CV parsing technologies being added to the ATS's and before we know it, the recruiter has as many places to search as they do post. And what about the poor job seeker? What about giving them a Power Job Search? But are we missing the point. Surely half the reason for search is that recruiters have way too many CV's that are irrelevant but they can't get to the good ones that easily. Maybe if something was created for the job seeker it would help them find the right job and stop them just blasting out as many CV's as possible? Maybe not... So is the next step for Linkedin to add more and more CRM type functionality? Do we end up with the ATS being all about "post screen" and being more about shortlist to hire? Or is the ATS going to become less complex and focus purely on processing and reports? Lots of mashing and crossover of functionality in the recruitment process. Imagine trying to track all of this - makes that ROI dream even more dream like.
I contacted Jobrapido today to enquire about their XML job feed or API. I loved the response so much I had to share it! "Jobrapido is a young and fast growing company with a presence all over Europe. (Sorry America - PG) We are introducing a radical innovation to the field of job search by applying the Google model to online recruiting. (Woweee - PG) Our search engine enables job hunters to search through all the job vacancies posted on hundreds of company websites, recruiting agency websites and job boards in the UK
When I was a young recruiter we used the local press to attract staff using semi-display ads. For those that have never heard of these, or have just forget, we paid by the line. The more lines, the more cost and the less our bonus would be that month. So we had to think about how much space we took. Too little kept the cost down but wouldn't fill vacancies so no profit. Too much, and it would be at least a plain waste or worse case, too many applicants that did not fit the bill. And back then, we'd only run the ad for a day or so and in some cases tell people the vacancy was filled when we just had too many people to see. Not great but that's how it was.
When I was a young mechanic we followed a system for anything from making a cup of tea to rebuilding an engine. All the big marketing Guru's tell you about "the system" they use and why it works. To be honest, recruitment is just a system that if followed works. Yes, if you are good you can develop your own but as most corporate recruiters are short on time, money and sometimes experience they do not need to reinvent the wheel. Continue reading "The Corporate Recruiting System" >
We are running a free employer only breakfast seminar on July 7th at One Aldwych in London for employers who are either: Still recruiting and want to do it more cost effectively. Planning ahead and are looking at their future direct resourcing strategy.
Looks like another job board (Guardian Jobs) has slapped agencies in the face or in the views of commentators on Recruitment Views it was an illegal punch below the belt! Bit instead of moaning about underhand tactics from a job boards the agencies should be getting in the first punch instead of waiting. Oh, I forgot, they take the kidney punch approach instead! I'm not sure how true the incident is but in summary, the post talks about a recruiter that found out the Guardian Jobs are now sending CV's direct to employers. Using the CV's that the agency adverts have driven to the site. How immoral I know. And, they (Guardian) are acting like and agency and must register as one. The job boards were initially going to destroy the agencies and we all know that has not happened; if anything it is the job board that is under threat of extinction. So what are they going to do? Go away or fight to survive. Monster (apt name now) are not exactly slow in approaching employers direct and many job boards have allowed both agency and employer to advertise together. Agencies live off the back of the employer brand in many cases, scavenge amongst the CV databases and then re-sell candidates that they have not brought to the job board anyway. So why shouldn't a job board do the same? I have no real issue with agencies 're-selling' CV's to clients as it takes a lot of skill and effort to do a great job and saves the client a lot of time when they do it well. But as a large number do a bad job then job boards don't exactly have a lot of competition. If the clients were to compare a cheap CV processing service from a job board with a fee based service from an agency, and the agency service was far superior (they can define value) then they will go for the best. But if not. Rather than getting on their soapboxes and moaning about job boards being "underhand" maybe they should look at the service they can offer to clients that is different and better. I speak to a lot of employers about agencies and the constant bashing of the telephone drives them mad yet still the agencies persist with this method. The telephone has a place but not for cold calling and not in this market. If you want to survive you need to better than this