Our Rate Card
The Blogs |
Read Today's Bugler
Read current Blogging News: BERT
Top 10 in 2006 (V4)
(December 20, 2006) Okay, if there's anyone reading this article
who doesn't know who Kevin Wheeler is, we'll be stunned. Wheeler, who was once
the prince of HR for the Charles Scwhab empire, is the most global actor in our
industry. Apparently, there is something about Kevin's torso that fits better in
an airline seat than a conventional bed or desk chair. As a result he logs an
average of nearly 200,000 airline miles each year. The flight attendants all
call him "Sir".
A foundation of the ERE
Network, Wheeler entertains audiences regularly with his insights and analyses.
We're extremely fortunate that he found the time to share his view of the trends
and ideas that shaped 2006.
By the way, Kevin is a motivating force behind
Talent Conference being held from March 20 - 22 in Sydney. (We told you he's
global). Anyone with an interest in REcruiting Internationally ought to be
Here are Kevin's key trends and events in 2006:
completely understand what it is or does, Jobster stole the show for
2006. They showed us that the power of the
referral/portal/recruiter services business. Their flexible
strategic approach and ability to adapt quickly to changing, growing
and maturing market pressures illustrates what 21st
century organizations will need to foster if they wish to succeed.
assessment became almost commonplace and most Fortune 500
organizations are using some form of testing in selecting
candidates. Charles Handler (http://www.rocket-hire.com/newsletter/2006/04/feature.html)
recorded a significant increase in the use of online screening and
assessment tools over 2006.
RPO came of age.
Although far from new, RPO has taken on more significance as talent
shortages spread. More and more organizations are outsourcing some
or all of their recruiting and this trend will continue over the
next 3-5 years. The formation of the RPO Association (http://www.rpoassociation.org/index.php)
is an attempt to bring definition, standards and training to this
and other destination sites allowed organizations for the first time
to create profiles and images for themselves that could attract and
intrigue younger candidates. While not yet mainstream or even very
sophisticated, and certainly not a factor in experienced recruiting,
these sites are the early harbinger of what recruiting advertising
will look like. Watch for significant growth and experimentation
for recruiting in this space and also with the creation of simulated
work environments in applications like Secondlife.
was a topic that dominated the second half of the year. Many
organizations have created in-house sourcing groups and are focusing
on creating talent pipelines and communities. Augmenting this trend
is renewed interest and a few new tools for communicating with
candidates and in building online relationships with them.
Along with this
trend, is a growing specialization within recruiting. Organizations
are hiring people to focus on a specific area such as research,
sourcing, candidate assessment, candidate communication, employment
branding, closing, etc. The generalist recruiter with a broad array
of skills may be endangered.
2006 also saw more
awareness among recruiters that the differentiators between
applicant tracking systems is their customer service levels and
ease of implementation, not how many features they offer. Most ATSs
are so similar that the usual feature contests are becoming less and
Search tools became
more sophisticated and more used as recruiting tools. While
Internet search has been around almost as long as the Internet, the
new tools such as Zoominfo, W3 Data and Accurint are making it
easier for recruiters as is the growing number of people who now
have a web presence.
But, all in all,
nothing changed very much. 2006 was a year of evolution, not
revolution and most of the changes and events I note above were
noticed by only a handful of perceptive folks. I think 2007 will be
a similar year with more evolution and more strengthening of search,
referral, metrics and tracking and with more experimentation with
viral marketing and more interactive websites.
The series so far:
2006 in Review
John Sumser © TwoColorHat. All Rights Reserved.
. - .
Today's Bugler. - .
Send To a Friend
The Blogs |
Advertise with Us |
Copyright © 2012 interbiznet. All Rights Reserved.
Mill Valley, CA 94941
Send comments to email@example.com
To receive this Newsletter in Email each weekday, please use the form on the linked page.
Electronic Recruiting News
Daily Industry News
ERN in Email
Top 100 E-Recruiters
- Recruiting Then/Now
Seminar In A Box
1st Steps In The Hunt
Our Rate Card
2006 Top Ten (V4)
2006 Top Ten (V3)
Craig and Buckmaster
2006 Top Ten (V2)
2006 Top Ten
Lean Staffing VIII
Lean Staffing VII
Lean Staffing VI
Media Is Not Culture
The Right Traffic
Ten Years Ago
Gamer Fragged Student
ATS Hides The Flow
Boomers Bust Age Bias?
Real Social Networking
Keywords Are Not
Stocks We Watch:
in Electronic Recruiting
All material on this
website is the
property of interbiznet
You may download
a copy for personal
is strictly prohibited.
All material on
this site is
© 2008 interbiznet.
All rights reserved.