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Paranoia Strikes Deep 3
(December 03, 2005) When you look across the spectrum of negatives associated with privacy issues, the fears boil down to a few scenarios:
There are probably others, but these are the fundamental boogeymen. They boil down to identity theft or privacy invasion. Almost anyone reading this article will have had some bit of experience with one or more of the scenarios. Most often, the real problem is inaccurate data entry.
We've been writing about the problem for years. For one case, some pretty simple measures can provide all of the protection you need (Don't give out your information, don't walk alone in bad neighborhoods). The other case, privacy invasion, is something we've been writing about for years:
From our perspective, the spread of information and its rapid integration is going to be like anything else....pros and cons. The truth is that the pros will outweigh the cons.
Must Reads from Today's Bugler:
- John Sumser © TwoColorHat. All Rights Reserved.
For many HR Directors, internet job boards were a failed experiment. Essentially, too many candidates. Not enough qualifications. And absolutely no guarantee that any of them would fit comfortably into your corporate culture.
Referrals from trusted associates, on the other hand, have always been the safer route. Unfortunately Employee Referral Programs tend to limit the scope of your search. The solution, devised by companies like H3.com, is in developing a Talent Scout Network-a small group of good people, both inside and outside your company, who know lots of other good people.
Talent scouts are a breed of people who keep their ears to the ground, who know your industry, and who always seem to know who's coming and going before anyone else. They're people who don't just connect you to a good candidate. They connect you to an entire community of good candidates. Like having a squadron of headhunters, but without the high headhunter fees.
A free white paper from H3.com discusses the new phenomenon of talent scout networks.
And the success that HR directors are having with them. To get a copy,
To get a copy, visit H3.com.
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by John Sumser
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