Developing An Intelligent Online Recruiting Strategy

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Developing An Intelligent Online Recruiting
Strategy
ITAA/SHRM WebCast March 21, 2001
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Comprehensive Online Strategy
Search
CyberCommunities
Mail Lists
Usenet
Pro Sites
Diversity
Micro
Career Hub Partner
Corporate Homepage
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Corporate Home Page

• Centerpiece of the entire corporate strategy
• Two most important uses are Marketing and
  Recruiting
• job seekers look to corporate web sites
• Design
• Dont play hide and seek
• Dont overdo it

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Corporate Home Page Cont

• Function
• Use as a tool to attract clients/customers
• Play up interactivity
• Give and take
• Trends
• Prescreening / Assessment
• Engaging visitors
• Blurring of Marketing/Recruiting lines

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Career Hub Partner

• Their job is to attract job seekers
• Assessing independent organizations (Media
  Metrix)
• Marketing/brand recognition
• Traffic not hits but unique visitors
• Page Views indication that job seekers are
  finding compelling content
• Navigation and easy of use
• Customer service
• ROI

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Professional Organizations

• Meaningful way of presenting opportunities to a
  focused group
• Best are content driven (i.e. SHRM, IEEE, etc.)
• Job posting and/or resume databank
• Sponsorship opportunities
• Links to other Internet resources
• Networking /research opportunities
• Assess the site

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Diversity Sites

• Effective way to attract qualified candidates and
  foster relations with diverse communities
• Best are content driven
• Job posting and/or resume databank
• Sponsorship opportunities
• Links to other Internet resources
• Networking /research opportunities
• Affiliations with larger sites

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Micro Sites (Niche)

• Can provide additional exposure to specific
  groups or can be the black hole of online
  recruiting
• Most volatile sector of online recruiting
• If they build it they wont necessarily come
• Dont give in to temptation

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Micro Sites (Niche) cont

• Assessment is key Traffic, content, customer
  service
• Price/ROI
• Free / good
• If youve never heard of the site, chances are
  the job seeker hasnt either.
• Beware of Fluffing

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Mailing Lists / Listservs

• Easy to use no new technology
• Mostly free
• Effective way to target by profession/interest
• Recruit jobs mailing lists
• Network peers or prospects
• Research makes a better recruiter
• Competitive intelligence

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Usenet

• Been around for a longtime Human kinds
  largest free speech forum
• Easy to use e-mail-like technology
• Set up by topic - newsgroups
• Recruit dot job newsgroups
• Network
• Research
• Competitive intelligence
• Netiquette

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Search / Boolean Logic

• Locate passive and active prospects on the public
  Internet
• Search engines like AltaVista for resumes,
  profiles, white papers, etc.
• Basic Boolean - combine keywords with AND, OR,
  NOT,
• Advanced Boolean Flipping, x-raying, anchor
  search, etc.
• Important techniques but NOT the magic bullet

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Cyber Communities

• Look for profiles, resumes and details of
  hobbies, skills, employer, job title, etc.
• AOL, Yahoo Geocities, WhoWhere, ISPs, etc.
• Search for members by location, college,
  interests, group affiliations, employer.
• Detailed information owing to the social nature
  of CQ.

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Time Management / Metrics

• Automate processes search agents, save strings
• Spending too much time screams of inefficiency
• Measure and document results of each project
• Keep you eye on the ball (job seeker)

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Thanks!
Monster Seminars http//seminars.monster.com