LatinOcean - Marketing and Web Technologies Applied to Talent Management

In case you are already playing in Asia or are planning to enter the market, you may want to consider having a .asia website for the region. (e.g. talent2.asia, michaelpage.asia, hudson.asia).

You were able to get a .asia top level domain since around mid-march and it’s still early stages. Last time i checked the process is a little more protracted than the registration of other domains (.com et al) and I think it is a more expensive too.

A couple of people I have spoken to think this is a rip off. Although I don’t have a major problem with the conspiracy theory, my view is that for a few hundred dollars it’s worthwhile going through the process and see if the new domain takes off. To me that’s a better option than losing a web address that I would have liked to own because it goes with my regional presence, branding, etc.

If you need a hand with this drop me an email jorgeatlatinocean.com, though it is pretty easy

cheers.

referred site: The DotAsia Organisation

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Hope you all had a fab beginning of 2008 - personally, I had a ‘fat’ beginning to the year, after all the holiday food that I am still trying to work off..

Just to bring to your attention what might be the type of online operation we’ll see more of in the coming months if it works for their stakeholders, Recruitment portals or markets are intended to aggregate employers and recruiters and take the friction out of a what is still very convoluted, and therefore costly, exchange. A couple of players coming up with soft and hard launch dates soon:

- VacancyBid, you can catch Danny Nerezov, the 24-year old CEO, on Facebook any day of the week. From their site:

VacancyBid is a Sydney based company which exists to lower the cost hire for employers, and create maximum revenue opportunities for recruiters.

- NeedRM; I met CEO Michael Rhodes many moons ago about this initiative, so I guess the business model has been reasonably worked. The tag line for the company from their homepage:

NEED Recruitment Market is a recruitment revolution that has the capacity to change global business dynamics. As an efficient recruitment marketplace that sits between employers and recruiters, NEED delivers real value to traders by harnessing the speed and global reach of the Internet.

I will be watching with interest to understand how they go to market and how well received they are specially in the context of:

- the continued growth of the BPO/Managed services deals between employers and one agency which brings its own exchange platform, thus locking out unauthorised delivery by other agencies

- the continued scarcity of talent, e.g. recruiters wondering “why do I need to go and bid for work which may not be overly profitable if I still have job orders I cannot fill?”

- the fact that these markets may rely on externally sourced data to reveal its effectiveness, that is employers/recruiters have to go back to the system and flag an engagement as closed (person placed)

In some ways, recruiters are already bidding for work using the classifieds model: if the see company abc publishing an ad for an accountant on a job board, I won’t be surprised if they receive a few calls from agencies canvassing the demand on an ongoing basis.

As I said, the marketplace is still partially intermediated. There’s a few challenges, I certainly don’t have the solution. My bet is technology alone will not diminish friction.

have a great year

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Taleo has new plans to join Facebook as a way to give small- and medium-sized business customers the ability to network and source passive candidates.

Slowly but surely, we’re moving towards a multi-channel sourcing platform.

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My first foray into empirical research as part of LatinOcean. It is really more a brief compilation on how recruiters are using the system in the region in an attempt to transcend the hype and the buzz.

Don’t go too hard on me re. sample sizes and statistical relevance; nevertheless I hope it is of benefit to some of you out there, and feel free to pass. Enjoy

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how does a unique/single employer value proposition work to attract and retain people with different work ad life values, preferences and styles?

a suggestion: you layer it to appeal to your employee segments; and yes, theoretically at least you have to think about employee segments of one (maybe there’s a long tail post on employer branding coming soon).

So what are these layers?

- Foundation: this is the ‘infrastructure’ of the EB, the set of values, preferences, modus operandi, etc. that are company-wide. These will likely be ageless/long term and not-for-negotiation.

- Design: which attends to the business unit/region/division super-segments. These rest of the infrastructure but are tailored to match the aspirations and preferences of the people that operate within these groups, whilst enabling their strategic role.

- Features: focused on teams or individuals, embodied in sets of practices that enable the company to speak to employees with a personal tone (I cater to you). The features are flexible, interchangeable.

The interconnection between foundation, design and features produces EB execution. Example

foundation: the company is green (and not just for the last couple hours)
design: the finance team is prudent, errs on the safe side; the R&D team is innovative and risk-friendly
features: john works 2 days a week from home
interconnection: john is a part-time telecommuter from the finance team; he has a company laptop with an RSA token / VPN for remote access. He’s not been furnished with a printer.

Can you think of better examples? …. now if this is something I have unconsciously robbed off someone’s model from someone pls let me know.

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