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- Read Today's Bugler.
- Download: Integrated Employment Branding Presentation
- Download: Roses in the Thornbush: How Marketing Can Leverage the Value of Recruiting and How Recruiting Can Leverage the Value of Marketing
MRI Berkeley(August 15, 1997): We generally don't like mission statements, visions or photos of the CEO...no real value for clients or candidates. But, as we were perusing the MRI Berkeley website, we came across a concise description of team values that included:
- Value Added before Value Received, and
- Relationships before Transactions
The MRI Berkeley site is a well laid out and modest move on to the web. Rather than clouding the airways with hype about being the biggest or the best, the Berkeley office of MRI simply and effectively describes its operations, services and staff as a straight forward introduction to the firm.
The site is well worth a look as an example of a professionally executed, workmanlike brochure. It will make a great platform for innovation as the Berkeley office expands its online efforts.
Bits 'n Pieces
(August 14, 1997): One of our recent favorite books about web commerce is called Webonomics. As you'd guess, they now have a website. Included are an article and a reasonably priced offer to evaluate your website.
The web nearly forces you to develop alliances. Alliance Management International is a consulting firm that helps companies manage those alliances. Their website includes a survey that will help you evaluate the health of your alliances.
The usability of a website is an often overlooked component of design. User Interface Engineering opens their website with a chapter from their ground breaking study. We highly recommend buying and reading the entire study.
Research Magazine is chock-full of tools for background searches on competitors, clients and candidate sources. Framed as an investor's tool, the site is a great starting point for standard recruiting research.
Missing from our lists of resume databases has been a company called Instamatch. With only 6 inbound links, it's a wonder that anyone can find them. Nonetheless, the database includes roughly 8,000 searchable resumes and may be worth a short visit.
The Recruiter's Online Network continues its impressive growth. They currently have a roster of over 5,200 recruiting firms. It's amazing.
Links Are Relationships
(August 13, 1997): In the days before the glut in the labor supply, Recruiting was about the development of relationships. Given the intensity of the current labor shortages (and the solid likelihood that they are generational), we're stunned at how few recruiters are using the web as a "relationship mine". Part of the problem, it seems, is that the expectations of hiring managers, HR recruiters and are all stuck in relationships that are rooted in labor surpluses.
Recruiting costs, now under extreme pressure, are bound to escalate. That's what happens in a shortage environment. The question will be how do those increased expenses get invested.
Creating candidate pools (groups of like minded, like qualified potential candidates) is going to become the underlying force in recruiting. Like the "old boy networks" that preceded them, today and tomorrow's electronic candidate networks will be rooted in constant investment in the network followed by a gentle harvesting. The Web provides both platform and methodology.
Job ads are a solid means of communicating into a surplus. It remains to be seen whether they are useful tools in a shortage environment. While we expect the near term uses of advertising (resembling traditional recruitment ads) to grow, in the long term, viability is a real question. As advertising expenditure grow, returns will diminish. Alternatives will be in short supply.
Rather than pursuing that predictable path, you might want to consider building your own candidate pool.
You Are Your Links
(August 12, 1997): After all of the site development is done, what do you really have? We remain steadfast in our belief that all your web value exists in the links that point to your site (inbound links). Since each inbound link generates an average of 10 visitors per week, the name of the game has to be link development.
We were reminded of this simple principle this morning as we looked over two new sites.
Webreference.com, the new web design resource, contains a "partnership" job listings program. Featuring access to the CareerSite suite of services, Webreference.com picks up the precedent established by ESpan and CMP, the site capitalizes on a technical engine to reach right into a market.
The USJobNetwork appears to be built on the principle of working the niches. Calling itself "A Nationwide Network of Regional Job and Resume Banks", the service appears to have inbound links and niche job advertising at the core of its strategy. Their "affilliate referral program" provides an interesting model if you're considering developing such a service.
Here It Comes
(August 11, 1997): We've been talking about the impending arrival of "big" money in web recruiting. At present, you could buy all of the existing web recruiting sites for a maximum of $750 Million (not big money). No entries have yet to surface from logical players like IBM, Microsoft, Oracle and so on. The current entries from vested interests (like the newspaper industry) are early generation experiments driven more by learning curve investments than real market interest.
In the real estate arena, things are heating up. Microsoft, positioned well in technology and web strategy, has announced their impending move into the real estate game. Several services, ranging from the expected (Yahoo! and Classifieds2000) to the predictable (RentNet, ListingLink and CyberHomes) to the somewhat unexpected (DataQuick), offer a range of services from loan evaluation to neighborhood scoring as a component of their real estate ventures.
The Microsoft offering is going to be very interesting. Launching late this year, the service will derive its revenue from a combination of advertising fees and mortgage referrals.
We suggest that you imagine a relationship with one or more of these services that combines career management, relocation services and advertising revenues. That's what the first really big entrants are going to look like.
Electronic Recruiting News Channel!
(August 05, 1997):We're trying an experiment. If you use Netscape 4.0 and have a copy of Netcaster, you can receive the Newsletter daily by clicking the following button. Try it and let us know how it works. We'll be watching. If you already have Netscape 4.0, you can download Netcaster here
Recruiting Online:
Options and Search Techniques
(August 05, 1997): We will be delivering an intensive two day seminar around the country. Designed for Staff Recruiters and Researchers, the seminar covers the basics of Electronic Recruiting and Search Techniques. Click here for detailed information and online registration. The schedule is:
|
Sep 22-23: San Francisco Sep 29-30: Chicago Oct 02-03: Houston Oct 06-07: Atlanta Oct 09-10: Orlando |
Oct 16-17: Metro DC Oct 20-21: New York City Oct 23-24: Philadelphia Oct 27-28: Boston Oct 30-31: Los Angeles
|
Advanced Internet Recruiting Seminars
(August 05, 1997): We will be delivering the Advanced Recruiting Seminars again in December. The schedule is.
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Dec 01: Houston Dec 03: Atlanta Dec 05: Metro DC Dec 08: Philadelphia Dec 10: New York City |
Dec 12: Boston Dec 15: Chicago Dec 17: Seattle Dec 19: San Francisco
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interbiznet is now offering single topic reports for the Industry. The first offerings are:The 21st Century Advertising Agency
Recruitment Branding Part I
Recruitment Branding Part II - The MechanicsEmail Colleen Gildea for your copy in PDF Format.
View Table of Contents at http://www.interbiznet.com/briefs/.
Order Today. Only $24.95.
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