Electronic
Recruiting
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The interbiznet Bugler
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interbiznet presents The Bugler
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June 27, 2007
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Askalittle, Givealot
The basic
premise of web audience development is "ask a little, give a lot." Sometimes,
it's disguised as free services, sometimes it takes form as a cascade of links
to other members of the target universe. The fundamental idea is that you must
give more value than you receive in each situation you encounter.
It's a little more sophisticated than that,
actually. "Each reader must get more benefit than they give" is a slightly
different way of saying the same thing. In order to build repeat traffic, it is
necessary to give each visitor more than he or she gives. Web economics make
that possible.
(Read More)
New from John Sumser:
A new presentation hot off the presses from John Sumser, Recruiting Is A Conversation available for download.
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Reveille and Hyperbole:
Harris, Rothenberg International (HRI), LLC, a global performance management company, announced the implementation of a new health and wellness program, Healthy Changes. Healthy Changes targets the behaviors that lead to unhealthy lifestyles and helps employees to change them in order to lead healthier lives.
Perpetual Sourcing LLC announces the launch of a CRM developed specifically for staffing. The Perpetual Sourcing CRM is a software solution based on the Sugar CRM Platform that is configured just for staffing and ready to run online or on a company's server.
Arbita, the leading provider of global job advertising distribution solutions, and Jobs4.0, a rapidly growing job board devoted to workers over 40 years old, are pleased to announce a new job posting and media solutions relationship.
Deck Chairs:
SkillSurvey™, Inc. the pioneer in web-based reference checking, announced the appointment of Dr. Cynthia A. Hedricks, Ph.D., to chief analytics officer. In this newly created role, Dr. Hedricks will be responsible for supporting the company's aggressive innovation efforts, integrating data analytics to advance SkillSurvey's robust, proprietary reference checking technology.
…
Deep Release:
Why Effective Teaming Is The Smartest Way to Build Organizational Capability
Most companies today struggle to accomplish more with a smaller staff. While there are several ways to approach the challenge, organizational effectiveness expert Gayla Hodges advocates the use of effective teaming to accomplish critical tasks, build commitment to values and culture and save money.
One of the most pervasive challenges for businesses in our day is the struggle to accomplish more with a smaller staff. Finding the best way to do this is a continuing challenge for many businesses. While there are several ways to approach this challenge, the approach that is cost effective and successful is to build the capabilities of the organization through the creation of effective teams, according to renowned business coach Gayla Hodges. Her company, Change Agents, Inc. has announced several new approaches to training effective teams, including Equine Assisted Training options.
"Too many businesses respond to the need for expanded capability by defining a job and hiring an individual who is qualified and competent to meet the immediate challenge. While this was common practice is the past, it may not be the most efficient or effective approach," says Hodges, President and Chief Consultant for Change Agents, Inc. A second popular response is to engage the services of independent contractors or to outsource the challenge. "The response to the challenge of expanding organizational capability I have found to be most effective," says Hodges, "is the creation of effective teams to accomplish certain tasks."
Hodges points out several advantages to this approach:
- There is no additional employee or contractor cost
- There is no loss of time or momentum to on-boarding a new person
- The corporate culture and values are shared by the members of the team because they are current employees
- Current employees have communication networks throughout the company
- Current employees are already committed to corporate goals
- Teams are flexible - they can address a single issue or several issues
- When done well, participation on an effective team actually increases employee capability; it can then be applied in other parts of the organization
The key to building organizational capability through teaming is creating an effective team. My definition of an effective team is one that leverages the strengths of each of its members in such a way as to create more than any of the individuals could do on their own. An effective team will bring to the table a number of points of view, a variety of experiences, skill sets and knowledge bases. An effective team will not rely upon the thinking or the experience of any single individual. Rather, bringing the team together will, by virtue of the uniqueness of each individual member, provide the strength of diversity and experiential depth. It will create the kind of enthusiastic synergy and a level of buy-in that offers the best chance of identifying or creating solutions that are creative and innovative. Further, by bringing together people from various parts of the company, the news of their work and their solutions will quickly be disseminated throughout the organization, energizing others as they anticipate creative solutions that benefit the company and all employees.
"If your company is faced with a need to expand the capabilities of the organization, I encourage you to take the bold step of creating a functional team gathered from across the company for their skills, insights, knowledge and experience, as well as their openness to negotiation and innovation. Once you take that bold step," says Hodges, "I believe you will recognize a level of accomplishment that might be surprising. I am almost certain your next challenge will be met with effective teaming."
About Change Agents, Inc.:
Change Agents, Inc. is a consulting and coaching company that uses their Natural Effectiveness™ Coaching and Teaming to help corporate team leaders achieve personal, team and corporate goals. Unlike other consultants who only develop strategy, Change Agents specializes in developing and executing implementation strategies, not only developing the strategies but actually coaching leaders through implementation and execution of the plan. For more information, visit www.changeagentsinc.com or call 623-362-3876.
Deep Release:
Talent management company Taleo warns organisations must use second-generation corporate websites to meet jobseeker expectations
This article first appeared in Personnel Today magazine.
Firms must raise their game in online recruitment to meet growing expectations among jobseekers, a talent management company has warned.
Software provider Taleo has urged companies to develop next-generation corporate websites, implementing second-generation (Web 2.0) features and functionality, to match the experience candidates get elsewhere from sites such as Amazon or Google.
Applicants expect to search company websites for jobs by postcode, find out what stage they are at in the application process, and schedule future interviews. Many are put off completing the application if they cannot do this, Taleo warned.
Chris Phillips, the company's director of international marketing, told Personnel Today: "Candidates use Web 2.0 sites like Amazon or Google in their everyday lives, and as such have an expectation of useability from company career sites.
"The consumer sites are personalised, slick, and easy to use - but most corporate career sites are stuck in old technology."
Research by Taleo found 89% of 18- to 28-year-olds go online on a daily basis. Corporate career sites also emerged as the "single most effective" channel for attracting and hiring candidates, accounting for 21% of hires.
However, Phillips said HR teams were still bombarded with phone calls from candidates trying to find out what had happened to their application.
"Including a 'progress bar' to find out what stage the application is at, or having a 'My Job Application' page personalised to the candidate, would hugely reduce the workload for recruiters," he said. "It would also improve the employer brand, as the company would appear much more professional and modern."
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