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    Entries in Recruiting (185)


    Corporate Recruiting Site Shootout

    This week in my HR Technology class we conducted the extremely subjective and un-scientific First Annual Corporate Recruiting Site shootout.

    The contestants were:

    Hyatt Hotels - Explore Hyatt

    ConAgra Foods - Careers

    Kraft - Jobs

    Neiman Marcus - Careers

    The class was split up into groups of three or four, and asked to find, then evaluate the company's job site on several criteria:

    1. Ease of use

    2. Ability to find information on company values and culture

    3. Presence of real employee testimonials

    4. Interactivity and 'connection'

    5. Overall experience

    Each group took about 20 minutes or so to find, then dive in to their assigned company to get a feel for the job site and make some observations.  Each group then presented their company's site to the class, highlighting the good and bad points they found.

    Some key observations:

    Three of the four sites presented the prospective candidate some difficulty in either finding open jobs, navigating various aspects of the site, or learning about the company culture.

    Two of the sites presented fairly serious errors, some 'Page not found' or some instability in the browser as a result of way too much Flash content trying to execute.

    One of the sites revealed a jarring distinction from a fairly well-done and slick 'corporate info' section, to a stark, ugly 'Applicant Tracking System' front page.  Honestly, if not for one tiny logo on the page, the 'job search' page could have been from any random company.

    Of the four corporate sites reviewed, ConAgra Foods was the clear winner.  The navigation was clean, the information was easily found, there was content in all the key areas, job families, employee testimonials, etc.  In addition, other aspects of the ConAgra site were informative and entertaining, likely inceasing the time spent by prospects with the site.

    The job seach process was simple and error free.

    Great job ConAgra Foods.

    Perhaps companies should do more 'real user' testing of their corporate job sites, I would imagine the folks from Hyatt, Neiman Marcus, and Kraft may be surprised to find out what real candidates may think.



    Technology and Recruiting in 2 hours

    I have been thinking about what should be the main points to emphasize for a class module on the impact and effect of technology on corporate recruiting. 

    Flickr - Thewmatt

    Do the 'old-school' jobs sites like Monster and Careerbuilder still really matter?  This week I listened to Penelope Trunk from Brazen Careerist state the Gen 'Y' candidate/prospect will never get interested in your job from a Monster job posting.  So how to attract those candidates?

    So is it really all about mining LinkedIn for passive candidates and setting up shop in Facebook and maybe placing a few well-connected tweets on TwitHire?  I think I have heard the 'Ernst & Young Facebook page' story about a dozen times now, is that really the only good example of effective corporate recruiting on Facebook there is?

    And from the internal processing perspective, is Taleo still to be considered the market leader, considering all the bad news lately? Do the other Talent Management vendors have any chance of growing in the Recruting space?  Is it worth spending class time on the some of the newer solutions like JobVite or VoiceScreener?

    If you had two hours or so to enlighten a (mostly) captive audience on the impact, current state, and trends in technology for recruiting what would you focus on?


    Aside - thanks Alltop for adding me to HR.alltop.com!






    Recruiting and Twitter


    A student asked me about how companies are using Twitter for recruiting. There are really several differennt aspects of using Twitter for recruiting that I see for the corporate or professional recruiter:

    Communicating or Advertising your opening

    1. Straight up adverts - Tweet something like 'Hi - we are looking for a Java developer - details here -  www.job.comp.com. This might be the least effective method, but it has an advantage of being quick, simple, and free. Realistically, the success of this approach depends in large part, to the maturity and size of your Twitter network, which I will expand upon in a follow up post.

    2.Use TwitHire to generate your job posting tweet. TwitHire gives you a simple form where you fill in Job Title, company name and URL to the job, then posts the Tweet directly to Twitter from your Twitter account.  The nice thing about using TwitHire is the Tweets are readily identifiable as Job posts. Here is an example (click on the image to see it full size):

    3. If your Corporate Job Site or other recruiting site (like Monster) can generate an RSS feed, you can use Twitterfeed to 'push' the new job postings via RSS directly to your Twitter account, or to a dedicated 'Company Jobs' Twitter account. Each time a new posting is made on the source site, a new Tweet will be sent with a link to the job advertisement.

    Using your Network on Twitter

    4.Simply Tweet - 'Hey, I am looking to hire a few great engineers, contact me if you are interested'.  Leveraging the folks who already follow you on Twitter can give you a great source of candidates. Again, the size and maturity of your network is key here.

    Using Twitter Search

    5. Twitter Search can be a useful way of uncovering potential candidates, or at a minimum contacts that you may be able to network with to build your Twitter reach.  Twitter search is just that, the ability to search the public steam of Tweets for words or phrases. Here is an example I found searching for the words 'job' and 'java' (click on the image to see it full size):

    Twitter is fast becoming an important resource for recruiters, particularly ones recruiting in technical and graphical design fields. 

    What are some other creative ways you can leverage Twitter in your recruiting?


    Is the job candidate too hip for you?

    A few weeks ago I was doing a training session for a hiring search commiitee on our online Applicant Tracking System . It was a routine session, one I have done 20 times before, the standard stuff - here's how you log in, here's how you find your candidates, here's how you review their resumes.  It was routine right up to the point when I clicked on the link to the first candidate's resume and we were all presented with something like this:

    It was a resume, or CV, built using the VisualCV service. Visual CV describes their service as "A better resume, online. Include video, pictures and a portfolio of your best work samples. Securely share different versions with employers, colleagues and friends, and control who sees what."

    It is also free for candidates to use, which is nice. 

    But the ability for the candidate to effectively create a 'applicant website' using Visual CV is very powerful.  Add videos showing your skills or demonstrating a product you have developed.  Add slideshows showing off your designs and ideas. Include audio clips of clients attesting to your wonderfulness. Link to your blog that contains evidence of your thought leadership and expertise.

    Back to my training session. 

    The thing I immediately noticed was that the hiring committee had no idea what they were looking at.  I had to stop the training to explain and practically demo Visual CV for them, and explain how a candidate who would create a Visual CV is certainly one comfortable with new technology and was on the cutting edge so to speak. I even advocated giving this candidate extra points for creativity and vision.

    The moral of the story?

    More and more of your candidates will be using services like Visual CV, giving you their blog address, and their LinkedIn or Facebook profiles to use in your evaluation process.  Don't stay hung up on the old classic 'paper resume in Word format' paradigm.

    Your candidates are moving forward, your hiring thought processes need to move forward as well.



    If you have to train your casual users,

    then the system is probably too complex.

    One of my roles is to train users on our online Job Vacancy and Applicant Tracking system.  I easily spend a full hour or more on the fairly laborious five page process to enter and submit a job vacancy for approval.  Once a vacancy is submitted, in some cases as many as eight approvals are required before the job can be advertised.

    I finally concluded today that the system and the associated processes are just too complex, difficult, and at times counter intuitive. 

    We need to make things simpler, easier to use, and maybe even enjoyable for users if we expect them to embrace the systems and processes that we have tried to convince them are so far superior to the 'old' methods.

    And sometimes we need to be strong enough to admit we made a mistake, go back to the start, and build someting else, something better, even if it means taking some lumps in the short term.

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