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Room 4 Improvement 11
(April 10, 2006) The Labor and Skills Shortages
Local hero, Dub Dubs weighs in strongly with the proto-capitalist admonishment that we can easily find talent elsewhere. Taking a similar stance, pooh poohing the shortage is Fast Company. SHRM offers an unusually thoughtful perspective arguing that changes are on the horizon, driven by demographics but currently hard to quantify (surprisingly like an HR outlet, no?).
Job boards can only reflect the bodies and skills that are available in the market place. The question that will be hardest to figure out is whether the audiences they serve are representative of the overall market. It is remarkably easy to assert that the recruiter's experience of "declining quality" is somehow caused by the job board when it is a simple case of market availability.
Since there is little interesting data on the subject, it's an area in which hand-waving and smoke blowing can gain some traction.
There is some room for improvement here, however. There is no good reason that job boards don't build relationships with their customers based on future needs. A collaborative arrangement that estimates candidate requirements and demographics and then sets about developing that audience is a reasonable business model. That's what smart companies are already doing with their own websites.
Revisiting The Job Board:
SmartPost: Job posting without the guesswork.If you don't know where your applicants are coming from, chances are you're wasting time and money. SmartPost takes the guesswork out of online posting efforts. How? When you post through our system, detailed metrics tell you the source of your candidates, and help you adjust your strategy accordingly.
SmartPost answers recruiters' burning questions:
Stop guessing. Come take a look [www.smartpost.com]
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