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.
Archive for the ‘recruitment’ Category
Taleo on Facebook: process-driven recruitment on social networks
Monday, September 3rd, 2007Lay-by recruiting
Monday, July 9th, 2007Last week I went to the shops because there was a toy sale. It was the first day, so there was a toy overflow on the shop floor.. lots of people, parents with strollers filled with screaming kids, and me.The main attraction: the prices and supply were both good.
I went there mainly to lay-by toys for Christmas. Now, don’t get the idea that I am a fab planner and the ultimate smart buyer; the thing is if I don’t put these toys away now, I will never see them for the rest of the year, let alone closer to the Christmas season. The lay-by area of the shop was packed. You have to make an approx. 10% deposit of the total price, and few a couple more payments before picking the goods up.
I thought that maybe the store was leaving money on the table, that the discounts were too good for toys which people were effectively buying for the holidays. But, what is the shop gaining?
For starters the toys had to be picked up in November, until then they were not available. In reality the layby numbers were giving this people great marketing intelligence, which also impacts logistics, floor space utilisation, triggers other campaigns, etc.
How would lay-by work for recruitment?
- Employers would let agencies or their internal recruitment teams know the professionals they need 6-8 months in advance of actually needing the person
- External recruiters would charge 10% of the agreed fees; internal one would get an inter-department journal crediting their expenses.
- I am not sure if it would be necessary to discount fees significantly but if you take the cost of money, the upfront ‘deposit’ could enable an agency to reduce fees in accordance to their average financing costs
- Recruiters would work with significantly larger lead times to fill roles, with better understanding of the clients’ talent demands, and therefore with a more focused approach to talent sourcing
Do you think this would improve the timely supply of talent?
Is it realistic to know people requirements six months in advance, other than sudden departures, etc.?
What are the real-life show-stoppers to recruitment lay-by that you can foresee
* lack of trust that the recruiter will actually find the right person?
* hiring managers changing their minds?
sitewatch 4/7 - Climber.com
Thursday, July 5th, 2007Tagline: “We are like dating for jobs”
Jist: Matches candidates with employers based on resume type information plus something that resembles a preferences and attributes profile (e.g. are you money-driven, does you work have to have a positive social impact). Climber calls this the Career Fingerprint.
Snapshot today: At the moment the jobs matched to the system’s registered users are keyword-matched ads from the Indeed engine, but as employer preference data grows the matching is expected to be more comprehensive. Professionals have private profiles and decide to share personal/contact info to specific employers.
Initial assessment: The attributes and preferences profile is superficial; then again, it is not meant to be a rigorous tool to assess a person’s suitability for a role. Given this, if the profiles were to convey the candidates/employers likes and dislikes, there is an increased chance to assess a level of compatibility between potential hire and hirer at the onset.
I would also like to know how this information is embedded (e.g. taken into account) in the recruitment process. Maybe RPO and corporate recruiters are readier than others to use this information effectively.
Down the track: It has the potential for interesting metadata
My philosophical question: At the end of the day do you hire on (soft) compatibilities or hard skills?
Went for a bit more info, but the system is like, down
Yahoo! launches SmartAds (too close to Smart@ss for me but what do I know)
Tuesday, July 3rd, 2007From the press release, this is how it’s meant to work
…if a user is browsing for hybrid cars in Yahoo! Autos and has selected San Francisco as their default location in Yahoo! Weather, Yahoo!’s SmartAds platform can assemble and deliver a display ad in real time that showcases a hybrid vehicle from a major auto brand, as well as local dealer information and current lease rates. This provides a relevant experience to the user and allows the marketer to reach a user who is likely to become a customer.
Back to recruitment advertising, I guess there will be no problem to display a job opening at the dealership, or the car manufacturer, or a San Francisco local council opportunity for an environmental engineer, etc.
Let’s contain the excitement until the service is launched locally.
LinkedIn usage in Australia
Monday, July 2nd, 2007My 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