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- Download: Employment Website Etiquette.
- Download: Integrated Employment Branding Presentation
Two Hats
(November 14, 2003) In the 21st Century, Marketing is a personal responsibility. Since the web effectively makes most users into publishers, this Marketing responsibility is deep and getting deeper. As Recruiting evolves into an active Marketing discipline, the question of how to retrain the traditional (and newcomer) professional emerges quickly. If it is not on the corporate agenda now, it will be. Although Marketing and Human Resources are terms that are not often used in the same sentence, the future of HR is all about the application of real Marketing discipline. From supply management to the intimate branding of relationships with potential employees, Marketing has more to offer HR Managers and professionals than traditional HR theory (which assumes that there is abundance in the labor supply). Marketing, as a discipline, is the art of managing supply and demand. HR historically is devoted to simple administrative data processing and motivation. The labor shortage defines the problem, the web provides a communications platform and Marketing provides the real techniques and theoretical underpinnings. Confronted with the fact that the Employment component of the website is not producing an adequate candidate flow, the Recruiting Manager faces the challenge of Website Traffic Development. Since few of the people who work for vendors or represent them in the sales process have any relevant experience in traffic development, the Recruiter is often left to fend for him or herself. The techniques of Website Traffic Development range from standard Public Relations tools (the press release and the publicity stunt), Web Page submission to search engines, Job Description design and copywriting, key word placement, link development, and other typical website Marketing initiatives. As HR Departments develop competence in these tools, an interesting perception emerges: the job of Employment Marketing is distinct enough from other Marketing challenges to require specific local expertise. As a direct result, HR Departments are increasingly likely to have a stable of marketing professionals within the function. By 2005, the idea that an HR Department must have its own Marketing function will be conventional wisdom.
- John Sumser © TwoColorHat. All Rights Reserved.
But don't just take our word for it . . . in a recent survey 4 out of 5 tech recruiters that used both Dice and Monster® agreed**:
- Dice has better quality tech candidates than Monster.
- Dice candidates have better technical skills than those on Monster.
- Dice tech candidates are more experienced than those on Monster.
Begin using Dice today and experience why leading tech companies, like Microsoft, rely on Dice to find quality tech candidates.
"My experience with Dice has been incredible! It's the first place I go for technical applicants. With Dice, I can post a technical consultant or engineer opening and receive quality applicants that actually have technical requirements my hiring teams need."
Tommy Anthony, Technical Recruiter, Microsoft Corporation
-
Dice has tech recruiting covered from all sides.
Now try it for yourself -- at no risk.
Click the link for your free job posting!
Offer code: IBN1112
The FREE JOB POSTING is available to new customers only
and expires November 22, 2003.
*Must post job by November 30, 2003.
**Survey designed by Tasnady & Associates - - October 2003.
Participants were recruiters that have used both Dice
and Monster for recruiting technology professionals.
Dice is a trademark of Dice Inc.
Monster is a trademark of Monster, Inc.
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Materials written by John Sumser © TwoColorHat. All Rights Reserved.
Mill Valley, CA 94941
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