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

From The Archives


(December 07, 2005)

6 Months Ago
--------------------------------------------------------------------------------
Email providers are beginning to limit the use of email. We experience it (here at interbiznet) as a form of extortion from big ISPs. In exchange for a fee, they will take us off their spam blacklists. Most publishers won't talk about the question because it contradicts their assertions about the effectiveness of email marketing.
All sorts of "cost saving, revenue generating" schemes are being installed in the name of "spam control"

"No one answers email any more. And Verizon keeps me from being paranoid about it.

Four months ago, I wrote about the problems I had emailing my agent at Verizon. At the time, the company admitted that, yes, it was blocking email, but denied that it was blocking entire geographical regions. For spam protection, dontcha know.

But, Verizon said, whatever blocking it was doing was all right because it was instituting a whitelist. All my agent or any other Verizon user had to do was submit my address and they'd remove it from the block.

Hahahahahahaha."
- Wendy M. Grossman, The Inquirer, (Rest of the article)

Please take the time to read the rest of Grossman's article. It details one user's experience with the creeping phenomenon of pay per message email. With various ISPs instituting various forms of flow control, email is rapidly Balkanizing.

This means that any vendor who claims to be able to build "talent pools" through the use of email is promising a temporary approach to a bigger problem. Any vendor offering targeted lists is hoping that there will be an effective completion rate for the email.

Things are changing quickly.

- John Sumser © TwoColorHat. All Rights Reserved.

Don't forget to read the Bugler!


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, visit H3.com.

  • Learn how to cultivate and maintain a talent scout network.
  • Learn how they're helping HR work more efficiently with hiring managers.
  • Learn how they're helping to slash recruiting costs.
At Click HereH3.com you can also experiment with the system by launching a risk-free search.






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

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