Ford Recruiting Video
Last week we wrote about the new and so far pretty unexplored road of using recruitment videos. However, cutting edge corporations know what it takes and one example of an early adopter and "explorer" is Ford who right now uses CareerTV to speed up the annual recruiting and hiring of interns and college graduates.
Read more in the Electronic Recruiting News.
interbiznet Newsletters
Follow both of the interbiznet Newsletters, the Electronic Recruiting News and the Bugler.
Have a copy sent to you in email each day:
- Bugler(Sign-up)
Daily Industry News
- ERNIE(Sign-up)
Electronic Recruiting News in Email
Recruiting Roadshow
Follow John Sumser's Recruiting Roadshow,
bringing Physical Community to Social Networks, as it comes to a city near you.
Reveille and Hyperbole: Top Ten Jobsite from job search expert, Alison Doyle, at About.com:
The Human Capital Institute (HCI), a global professional association and educator in talent management strategies, and Veritude, a leading provider of talent acquisition, consulting, and management services, announced that the two organizations will jointly launch a "Linking Recruitment to Business Strategy" education and research track. The track is one of several topics addressed in HCI's Talent Acquisition community of interest, a community HCI considers essential to organizations seeking to build competitive advantage.
Upcoming Events:
ERE Expo 2008 Spring in San Diego from March 31 - April 2. The fourteenth installment of the ERE Expo conference series is proving to once again be the premier learning and networking opportunity for the recruiting industry
You Should Know:
US: HR Services offers the first applicant tracking system to adhere to the new I-9 specifications.
Employers can quickly and easily comply with new I-9 employment requirements, thanks to a recent update to the myStaffingPro® onboarding process. The applicant tracking system is the first known to comply with the new eligibility specifications from the U.S. Citizenship and Immigration Services (USCIS).
Effective December 26, all employers must adhere to the new form which no longer lists the following documents for proof of both identity and employment eligibility: Certificate of United States Citizenship (Form N-560 or N-561), Certificate of Naturalization (Form N-550 or N-570), Alien Registration Receipt Form (Form I-151), Unexpired Reentry Permit (Form I-327), and the Unexpired Refugee Travel Document (Form 1-571). myStaffingPro is the first applicant tracking system to publicly adhere to these guidelines.
With myStaffingPro® applicant tracking system, applicant compliance has never been easier. HR Services, Inc. has recently enhanced their tracking system, myStaffingPro, to include a complete compliance solution which includes collecting the applicant's EEO and I-9 information. The compliance solution is a part of myStaffingPro's onboarding process which enables applicants to conveniently complete their pre-hire paperwork on a secure internet connection. The product development team at myStaffingPro is constantly reviewing the government's specifications for compliance and updating the system well before the timeline.
About HR Services, Inc.
myStaffingPro® is a web-based applicant tracking system with nearly ten years of experience. Clients of myStaffingPro consistently give high ratings for flexible user functionality, unmatched prescreening, superior support, unmatched reporting, and virtually "zero" down time. The system is available in three solutions to accommodate clients of any size or hiring process. myStaffingPro is currently delivering the hiring process for over 400 clients and 9 million applications. Please visit www.mystaffingpro.com for more information on the myStaffingPro® applicant tracking system.
Deep Release: Most Companies Foresee Increased Recruiting and Staffing Activity in 2008, Despite Economic Concerns
Jobfox Poll Finds Employers Looking in New Places for Top Candidates
Corporate recruiters foresee increased staffing activities in 2008, despite hold-the-line company budgets coupled with recession warnings from many economists, according to a new Jobfox (www.jobfox.com) poll.
"Recruiting activities must continue to expand because top candidates – those with high-level skills – are instrumental to creating sustainable competitive advantages," said Rob McGovern, the CEO of Jobfox. "Top talent is even more critical in a down economy."
While 56 percent of recruiters and human resource managers surveyed from the Atlanta, Boston, San Francisco Bay and Washington, D.C., regions said recruiting and staffing activity will increase in 2008, 50 percent said recruiting budgets will remain at 2007 levels in 2008. Only 7 percent said budgets will decrease.
The exit of the Baby Boomers from the workplace continues to put pressure on companies to rethink recruiting strategies for 2008 and beyond, said McGovern, the creator of CareerBuilder and now the founder of Jobfox. Jobfox combines precision skills matching and professional branding to more efficiently link already-employed candidates with new job opportunities. "Employers are seeking more intelligent ways to source high achievers."
Traditional recruiting channels – aiming mostly at active seekers – aren't getting the job done, according to more than 250 recruiters from a wide range of industries who participated in the Jobfox poll. More than two-thirds (69 percent) said that 90 percent or more of the resumes they reviewed – from traditional online sources such as CareerBuilder, Monster and Craigslist – are not qualified enough to pursue further.
In addition to turning to new sites such as Jobfox to better reach already-employed professionals, known by recruiters as "passive seekers," recruiters are exploring groups such as retirees and stay-at-home parents as new hires.
To help fill positions, 37 percent of the corporate hiring representatives polled are now sourcing retirees or plan to target retirees in 2008. Stay-at-home moms and dads are also on the radar screen for 22 percent of the recruiters polled.
"The advanced professional – especially if they have proven management and communication skills – will remain in the driver's seat in 2008," McGovern said.
About Jobfox
Jobfox is the Web's first personal-branding site that puts candidates in control of career-advancement opportunities. As a candidate-focused site, where professionals showcase their unique career strengths and goals, Jobfox intelligently matches and alerts professionals – in real time – to new career opportunities from talent-hungry companies. Visit www.jobfox.com.
Survey Says: Nearly All Email Marketers Comply with 'Unsubscribe' Requirements, But Few Seize Opportunities to Reinforce Customer Relationships, Says New Survey from Lyris, Inc.'s EmailLabs
Marketers Still View the 'Unsubscribe' Process as Merely a Legal Obligation, Rather Than the Customer Loyalty-Building Tool it Can Be
A full 96 percent of email marketing professionals include an unsubscribe function in their promotional emails, in compliance with the CAN-SPAM Act and with email marketing best practices, according to a survey report released today by Lyris, Inc. (OTCBB:LYRI.OB), producers of the new integrated marketing platform Lyris HQ, and its email marketing component EmailLabs.
But most marketers leave customer retention opportunties on the table during the unsubscribe process, by not offering recipients alternative forms of communication or gathering valuable exit information. Still worse, many use methods to discourage users from unsubscribing - like putting unsubscribe language in a tiny font or hiding it altogether. Only 29 percent said they don't use such tactics.
These are the key findings of a new national survey conducted in the fall of 2007 by Lyris, Inc. More than 400 email marketers were asked about the unsubscribe policies they implemented throughout the year. The full report includes the data, detailed analyses of the findings and recommendations for implementing email marketing best practices. Download the full report here http://www.emaillabs.com/pdf/Lyris-Unsubscribe-Email-Survey.pdf.
More than 80 percent of email marketers said they make the unsubscribe process easy - recipients either click a URL for instant removal (53 percent) or reply directly to the email itself with "unsubscribe" in the subject line (29 percent). More than 90 percent allow subscribers to opt out through other channels, like call centers, postal mail, email and more.
While CAN-SPAM only requires the unsubscribe function in commercial messages, best practices recommendations go beyond that to say it should be included in all email communications. Nearly two-thirds of marketers (63 percent) said they include an unsubscribe option in welcome emails, 45 percent include it in customer service messages and 31 percent include it in transactional emails.
"Email is the only marketing channel that gives consumers full control of the relationship," said Stefan Pollard, director of Email Marketing Best Practices. "That doesn't have to be scary - in fact, it's actually quite savvy. Marketers clearly are complying with the law here. But the fact that so many still discourage unsubscribes shows that they don't fully understand the opportunity they have to reinforce the value of their brand by creating a transparent email program that inspires trust."
Missed Opportunities For More Customer Engagement
There are several potential points of contact throughout the unsubscribe process that give marketers a chance to offer communication alternatives - possibly keeping them as customers - or to gather valuable exit feedback. But many are missing those opportunities.
Profile pages, where email subscribers manage their accounts, could be useful channels of communication. But only 25 percent of survey respondents said their unsubscribe process includes a link to the profile page without requiring a password. Another 17 percent link to the profile but do require a password - adding a few steps to the unsubscribe process, especially for those who've forgotten their passwords.
When asked what appears on their unsubscribe confirmation landing pages, just 18 percent said they include a goodbye message, only 6 percent provide a customer service phone number, 5 percent ask unsubscribers why they're leaving, 5 percent provide a simple feedback form and just 4 percent remind them about other messaging channels.
"An unsubscribe isn't always about saying goodbye," said Pollard. "Maybe the subscriber's needs or interests changed, or he wants to update an address, or to hear from you more or less often. Too many marketers react to the unsubscribe request by simply cutting off contact. Sure, that's compliance, but it's also shortsighted. Take the opportunity to ask some questions, offer some alternatives or just to thank them for being your customer. Maybe you'll convince them to stay, and maybe you won't. But at least you'll leave with them a reminder of why they liked you in the first place."
About Lyris, Inc.
Lyris, Inc., (OTCBB:LYRI.OB), formerly J.L. Halsey, is a leading marketing technology company that provides hosted and installed software solutions for marketers at mid-size businesses. The company offers marketers an integrated technology platform through its Lyris HQ product and point solutions including ListManager, EmailLabs, ClickTracks, BidHero, Sparklist, Hot Banana and EmailAdvisor. These sophisticated, yet easy-to-use tools provide marketers a suite of best-of-breed applications for managing email marketing campaigns, publishing and managing Web site content, creating landing pages, optimizing Web sites and managing pay-per-click campaigns. Clients include Nokia, Adobe, PalmSource, Johns Hopkins University and Jupitermedia. For more information, please visit www.lyrisinc.com, www.lyris.com, www.emaillabs.com, www.clicktracks.com, www.hotbanana.com and www.sparklist.com. The company is based in Emeryville, Calif.
TopUSAJobs.com: Guide to Top Specialty Boards
TopUSAJobs.com: Guide to Top Specialty
Boards
Where Top Candidates Seek Career Opportunites
Talent is what matters most.
Hire the best with Authoria Recruiting.
Authoria Recruiting 2007 is a next-generation recruiting solution that helps you:
Understand exactly what talent your managers need.
Find the best sources.
Target and attract the highest quality candidates.
Hire top talent and track their success.
The most widely-used enterprise recruiting solution on the market, Authoria Recruiting helps our customers manage private talent pools totaling over 11 million candidates.
Home
