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










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


(September 01, 2005) We're not always the biggest fans of the folks at McKinsey. Lots of bux for marginal value with hefty burnout rates, McKinsey exemplifies what we think of as the strip mining of idealism. Every once in a while, they hit it on the mark and we have to suggest that you visit their site in spite of its registration requirements.

Identifying the competition is an important starting point for a company trying to decide which attributes it should emphasize at what stage of the recruitment process. Traditional recruiting focuses on functional employment benefits, such as job security; opportunities for creativity and individual growth; and compensation. But an employer's intangible, emotional associations—"it's fun to work at this company," "we have a passionate and intelligent culture," "there is a strong team feeling here"—are just as important to recruits as similar associations with branded consumer goods are to potential buyers. So companies would do well to compare themselves with their peers on both functional and intangible dimensions.

Simple comparisons of data about recruits are useful, but multivariate statistical methods, such as logistic regression promote a more precise understanding of what really matters to recruits. Such tools can highlight the way an employer's strengths and weaknesses stack up against those of competitors at each stage of the recruiting process. The greater the insight, the more the brand-building effort can focus on one or two high-priority recruiting stages.

One company we studied, for example, realized that its brand was particularly bad at convincing recruits that it was "for people like me"—one of the top priorities among targeted recruits early in the recruiting process (Exhibit 2). Once the company identified this weakness, it was addressed in a quite straightforward way through recruiting materials and interactive events. It's too soon to measure the outcome of these efforts, but our experience indicates that programs focusing on specific strengths and weaknesses are more likely to yield positive results than scattered efforts are. (McKinsey, Using branding to attract talent, Registration required, worth it)

In this short article, McKinsey hones in on the simple point that most employers do not really understand their competition when it comes to potential recruits. We've agonized through the process of getting a small percentage of the industry up to speed on a tactical level, but the strategic view remains missing in action. McKinsey relies on the time honored approach of asking obvious questions while using good math to assess the data.

The long and short of it is that Recruiters can learn a lot from smart marketers and vice-versa. (Have you read our Roses in the Thornbush white paper that talks about those opportunities?) The people you think are your competitors may well be your allies.

Don't forget to check out the blogs on bert.

- John Sumser

Net-Temps - The Choice of Staffing Professionals

You'll love working with our candidates! Jobseekers that use Net-Temps know they will be working with staffing services. They understand how staffing companies work and that you are there to help them get a job.

Plus, Net-Temps' aggressive online advertising attracts the top candidates and your jobs are broadcast to a wider audience. For 10 years Net-Temps has been providing online services to staffing companies - exclusively.

Our membership includes:

  • Reusable job slots that make posting easy and flexible
  • Full resume bank access - search over 270,000 fresh resumes every month
  • Candidate Manager that helps evaluate candidates and move them through the screening and placement process.
  • Daily Hotlist of candidates
  • Resume search agents
  • ... and more!
Reach the Candidates That Want to Work With You!

Visit http://www.net-temps.com to take our Test Drive or call 800-307-0062 for details.

Please Click On Our Sponsors

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

Contacting Us:
interbiznet, Mill Valley, CA 94941

Copyright © 2013 interbiznet. All rights reserved.
Materials written by John Sumser © TwoColorHat. All Rights Reserved.

To receive this Newsletter in Email each weekday, please use the form on the linked page.
If you have any problem with this form please click on the link below and enter your email address:    SUBSCRIBE      Thank you.

Click On Our Sponsors

Electronic Recruiting News



         - 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


  • Branding
  • If I Were A Rich Man
  • Blogging's Best
  • Industry News
  • Ethics: Changing?
  • Recruiting Ethics?
  • Basics III
  • Basics II
  • Basics
  • What Is Recruiting?
  • Theory 3.2
  • Hank Is Back
  • Best From The Blogs
  • Theory 3.1 User Tools
  • Theory Three
  • Theory Two
  • Theory One
  • Meet BERT


    Stocks We Watch:
    Public Companies
    in Electronic Recruiting


         © 2013 interbiznet.
         All Rights Reserved.

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