IBN: Defining Excellence in Electronic Recruiting


Electronic Recruiting

Our Rate Card



Please Click On Our Sponsors

Please Click On Our Sponsors

Recruiting News for the Human Resource Professional

Please Click On Our Sponsors

Please Click On Our Sponsors

Please Click On Our Sponsors

Please Click On Our Sponsors




Click On Our Sponsors

Click On Our Sponsors







Find out more
About IBN

Got a news tip?
Tell us at

Our Rate Card



Trends Reports



It is better
to not be on
the web than
to be on and
not know why

John Sumser

is more
it seems.
John Gall


Click On Our Sponsors The Electronic Recruiting News is a Free Daily Newsletter For Recruiters, HR Managers, Advertising Agencies and Clasified Advertising Operations

Home | ERN | Bugler | The Blogs | Blogroll | Advertise | Archives | Careers

Click On Our Sponsors

New Things
November 12, 2002) - The new way is never easier. It's scary. It's always detail oriented. It involves learning and changing. The only reason that sales people are stuck in the bind of promoting the positive aspects of the new thing is that the reality would, quite likely, create no sales.

When the First Internet Era introduced the browser, desktop searching, email and local databases, the recruiting industry did not jump up and down and celebrate. HR managers did not run home to their spouses screaming "Halleluiah honey, my life just got easier."

Far from it. 

A few entrepreneurial third party recruiters began using job boards in earnest, They made a lot of money short circuiting the existing process with their new tools. The idea of becoming a billionaire sitting pool side while your computer did the work for you was not only vogue, a couple of lucky players did it.

Meanwhile, the rest of the industry learned the mechanics of Boolean logic, browser maintenance, search engine tricks and other technical details. The early winners, after all, were in no way technophobic nor were they afraid of wrestling with the mucky details.

We're going to refer you again to hcm.blogspot.com.

We're big fans of this analyst's approach (and usually, we find his perspective on target). What's really intriguing (and one of the novelties of blogs in general) is the diary-ing of his growth and experiences as a publisher. By reading his web statistics, he is able to develop a feel for his audience. If you read carefully, he adds commentary based on his understanding of the traffic.

This is the experience that HR professionals will share as they become webmasters. 

Whether it's self-service benefits and pensions or managing the workload in your recruiting specialties, a significant component of future work in the Human Capital Department will revolve around understanding your traffic and your web responses to that traffic. Audience development, intricate individual relationships and a rolodex full of potential employees are the wave of the future.

Recruiting tools, not data are the required elements of the next step. With each recruiter functioning as a micro-brand manager responsible for the quality of her audience and their online experiences (see the Army Website, again), quantitative measurements of performance will rapidly evolve as the dominant deliverable for a high functioning recruiter. The very same skillset is required to manage the rest of HCM's online portfolio.

Wading into the details is unpleasant at first. There are no real standards or 'best practices' goals. Each operation is different. The details read like noise at first. The boss is liable to think that you are wasting your time.

But ask yourself: Is there really any way that the future could be the alternative....big gobs of undifferentiated data creating massive workloads without a meaningful return on investment?

-John Sumser

All Your Job Postings FREE for One Full Year
with TrueCareers.

Click here. This offer is limited to the first 200 companies that respond, so don't delay.

TrueCareers is the leading online job board for finding professional, degreed candidates quickly and easily. Try TrueCareers now if you're:

  •   Tired of wasting resources on resumes you don't want and can't use.
  •   Desperately searching for qualified individuals in a haystack of unskilled job seekers.
  •   Looking for degreed people at any experience level: from a 25-year work veteran with a Ph.D. to a recent college graduate.
Improve Quality. Increase Efficiency. Let us prove it. Just click here!

Promo Code: IB6202
($2,995 administrative fee applies. Click on the links above for more details.)

Home | ERN | Bugler | The Blogs | Blogroll | Advertise | Archives | Careers

Contacting Us:
Call, fax, write, email. We'd love to consult with you about your project.

Copyright © 2013 interbiznet. All rights reserved.
Materials written by John Sumser © TwoColorHat. All Rights Reserved.
Mill Valley, CA 94941

Electronic Recruiting News



  • 2003 Trends Whitepaper

  • interbiznet Bookclub

  • interbiznet Listings

  • interbiznet Trends

         - Bugler
           Daily Industry News

         - ERNIE
           ERN in Email


  • BlogRoll
  • Integrated Employment
          Branding Presentation
  • Trends Whitepaper
  • interbiznet Listings
  • interbiznet Trends
  • interbiznet Bookclub
  • Top 100 E-Recruiters
  • Presentations
         - Recruiting Then/Now
  • Recruiter's Toolkit
  • Seminar In A Box
  • ERN Archives
  • 1st Steps In The Hunt


  • Our Rate Card
  • Demographics


  • BlogRoll


  • Niche Specialization
  • Technology Devolves
  • Worth It?
  • Spam
  • Life Takes Work
  • The Hidden Dimension
  • The Split
  • Workforce Planning
  • Big?
  • Diversity
  • Return of the Dancers
  • Newsletters
  • OT
  • Talent 10
  • Jenni Lehman
  • Kevin Wheeler
  • Bill Kutik
  • John Sullivan
  • Debbie McGrath
  • Numbers
  • Hodes
  • Army Recruiting
  • PostTrak
  • HRMarketer
  • Skills Depreciate
  • Gannett
  • Partnership
  • Open Window
  • Brilliant Difference



    Stocks We Watch:
    Public Companies
    in Electronic Recruiting


         © 2013 interbiznet.
         All Rights Reserved.

         Materials written
         by John Sumser
         © TwoColorHat.
         All Rights Reserved.