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Industry News    Competitive Intelligence    Competitive Intelligence for Recruiters

Competitive Intelligence for Recruiters


Print - FPinfomart - Newstex Blogs - Monday May 5th, 2008
Intended as a little peek into the future, the Electronic Recruiting Exchange recently worked with Classified Intelligence to poll 177 recruiters and HR executives about Web 2.0, and its implied consequences for human resource departments.Â

The report is for sale on the Classified Intelligence site.

The results indicate a definite shift to the new technologies. It's not a big shift but the early adopters are taking advantage of the connectivity and interactivity that Web 2.0 offers. They are using this to improve sourcing and hiring processes.

So if you are not up to speed on social networks, business networks, blogs, video Resumes and the like, you are soon going be sitting behind the curve. If you work in a candidate's market that is a bad, bad place to be.

Coming second in hiring is the same as coming last.

Driving the usage of Web 2.0 elements is the ongoing shortage of skills around the world. Boomers are retiring everywhere from San Diego to Sao Paolo to Shanghai. The cohort below them are often much better skilled but their numbers are insufficient to replace the retirees. They are very 'wired' and have a predisposition towards technological solutions that bring people together. So not only does Web 2.0 help to find and present your company to potential hires, the younger recipients are more amenable to a message that uses these new technologies.

The specifics in the report indicate that companies will definitely spend more on new technologies, and less on online job boards and print media in 2008. Newspapers in the US and Europe are already in trouble because of the internet, so this will only exacerbate the problem for them. China is likely to follow on in the next few years.

6 out of 10 of the respondents anticipate spending more of their recruitment budgets on Facebook or other sites. I would suggest that a better destination for all this money would be Linkedin, Xing and Viadeo but let's not split hairs.  The report differentiates between social networking and business networking but I tend to see them all converging in the end.

Facebook and Myspace get a largely younger audience, although some of us oldies are also there. These sites also give little career information away and they are focused on chatting and having fun together. The business networks are built as Resumes and they offer Recruiters a much better source of experienced hires. Slowly though, you can see all of these sites merging together so that the distinction in the future will not be so clear. Use a site like Wink and you can find anyone on any social or business networking site.

In China Linkedin is way ahead but Xing has a solid niche in German/Chinese subscribers, and Viadeo has a base in French/Chinese subscribers.

Video recruitment tools also seem to be taking off and they cite the success of a new site called VideoJobShop. On this site employers can post videos that describe their basis Candidate Value Proposition. Candidates can upload a video Resume that basically describes their Value Propostion as an employee. They can ever repost that video on their Facebook profile, which brings Facebook a little closer to being useful for Recruiters. The site is new but there are also existing players like Hirevue that have been doing this for a long time.

Recruiters looking for a competitive advantage would be well advised to take a look at Web 2.0 technologies. They might also want to seriously consider networking with 10,000 of their peers.

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The above industry news summary was extracted using dna13's media and market monitoring software. dna13 offers on-demand, communications and stakeholder management software designed to help PR professionals manage, monitor and measure their outreach, relationships and corporate reputation. The web-based solution helps you organize your communications workflow around the campaigns and issues you.re tracking, for synchronized management 24/7 and around the globe. The automated media monitoring function lets you define unlimited search terms as it scans the largest collection of TV, print, Internet and blog media content available electronically, bringing full text and video direct to your desktop. No more ordering broadcast clips. Instead, click a button and watch a clip stream on your computer. Real time alerts on breaking news, and comparative keyword analysis of markets, mediums and outlets . even competitor coverage, puts you in a position for agile reaction. Create campaign outreach and media analysis reports with our integrated Clip Book publishing wizard and share electronically with your stakeholders and team members in multiple formats.

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