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The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'Technology'

Technology

Recruiting Software Poised for Innovation in 2012



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The increasingly diverse needs of organizations big and small demand a myriad of options in recruiting software solutions. Recent activity—including Salesforce’s acquisition of Rypple—is pumping new energy into this niche market. In the last month, VC funds have been flowing into the human resources software market, with large investments in SmartRecruiters and iCIMS. I’ve taken an in-depth look at how this dynamic software market will be impacted, how vendors will be poised for greater success, as well as how all of this may affect users.

How-To, Social Media

Recruiting With P.O.S.T. Planning



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The book Groundswell by Josh Bernoff and Charlene Li was written in 2008 for the purpose of unpacking business relevance and use of social media in modern times. There is a concept outlined in the book that is designed to assist in developing a marketing plan for businesses. This concept, called the P.O.S.T. method, can be translated quite easily into a business goal development and planning tool for you.

P.O.S.T. was designed for traditional and digital marketers to help them create a roadmap for relevant communication with their target audience using social media tools. While the original intent of this marketing planning tool may not sound like something that would be relevant to you, it can really help you, as an external recruiting professional, put some thought into your personal business plan and your company’s business, marketing, and outreach goals. This is especially helpful for those of you who are either brand new to recruiting or who are transitioning into a new industry.

Business, Technology

The Simple Method of Working Smarter: Using Time, Tools, and Techniques to Get Your Life Back, Part 2



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Ten Technology Tools to Work Smarter

As world communication media quickly move toward faster communication methods, we all need to realize the impact technology is having, not only on society but on our profession as well. Adopting and using these changes can be a very daunting task. As recruiters, we need to ask ourselves, “How can I use these new technologies to achieve the greatest impact?” And, “Which ones do I use when there are so many options to choose from?” We all want to spend more time on the important things in our lives, and less time on the not so important. It is critical to assess the options based on what will give us the greatest return on our investment in the limited time that we have.

The good news is that technology provides the recruiter several options that can significantly improve daily output when used appropriately. Consider the following ways that technology can be used to work smarter rather than harder…

How-To, Technology

Rock Your Q2 Recruiting



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Overall hiring is increasing! Recruiters I’ve recently spoken with, including many at the ERE Expo in San Diego recently, are all off to a great 2011. The forecast for the 2nd Quarter of 2011 is extremely optimistic for all industries.

What is the best way to take advantage and cash in on the new wave of hiring?

Technology

Are These The Winds of Change, Or…



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…is this just another big dust devil that will make a mess, disrupt things, then blow on down the road?  Every time one of those big ole dust devils shows up on the horizon, people get all twisted up and excited, thinking this is the big one! The tornado of technology that is going to blow us all away, change the whole landscape, or maybe even wipe out a whole industry. The sky gets dark, everybody is sure recruiting as a life form is about to go the way of the dinosaur, but sure enough when it gets up close and personal it’s not as big a wind of change as they feared. It’s just a change that we can talk about when it blows on by.

I’ve seen several big changes in the recruiting industry during my career. 

Social Media, Technology

Why Do We Need These Clones?



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A good old-fashioned quick rant. I like Yahoo Groups. It was the first version I saw for what I needed at the time. Now there’s Ning and Google and LinkedIn and many others doing what they do best but also trying to copy Yahoo Groups.

And Yahoo is messing with me too now. I got an invite from someone to share pictures and status updates and all the same crap that’s on FaceBook via Yahoo. Why do we need ten different versions of Facebook now? They won! Let it go! Just stick with your main Yahoo stuff.

Just yesterday I saw a new search aggregator that says it’ll search about 10 of those things at once for info on people.

Maybe we all need a ‘personal portal’ that will handle all these requests from all these entities so we can actually get something done.

Now I need to go update my LinkedIn status so it’ll go out on Twitter and Facebook so people will know I have a new blog entry. If I send it on Plaxo and my Yahoo Profile it’ll also go to people who spoke to me once and could not care less. In fact, what I should really do is just call Tom, Ron, and Clyde. Then the only three people who were going to read it anyway can say…he’s at it again…

original post from Dave Staats

Social Media, Weigh In!

Quitting Twitter



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Our friend (and yours!) Jerry Albright made a brazen announcement yesterday that he is quitting Twitter, and that as of June 30th his account would be gone. On his blog, he states:

“It was pretty easy to feel “OK” about being on Twitter during most of 2009. Everyone was there – and more were joining every day. It was “interesting” to feel like one of the first rather than one of the last – so I hung out. It has now become apparent to me that there is no viable BUSINESS reason to spend much time on Twitter as a 3rd party recruiter. Might be great for plenty of other professions – but recruiting? No way. Sorry.”

This is a common sentiment in our world of recruiting – that Twitter is a waste of time, and that real recruiters are on the phone with candidates and not tweeting out job opportunities. On the other hand, others argue that Twitter is a growing source of candidates, as well as a valuable tool to develop a good online presence and enable candidates to find you as well.

As search professionals, to which of these thought processes do you subscribe? The way we approach recruiting is different than the way our corporate recruiting counterparts do. Neither way is right or wrong; they are simply different. Twitter certainly has value it can offer, but does it belong in a 3rd party recruiter’s resource toolkit?

We want to hear from you! Do you use Twitter? Do you find it to be a waste of time, or a good resource to add to your arsenal? Have you made placements or gained new clients based on conversations you’ve had via Twitter, or has it been a dead-end street for you? Share your experience in the comments below.

Uncategorized

Google Apps for Managing Client and Candidate Communications



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My email inbox is empty…FINALLY!

Well, we finally made the move. I resisted it just like I resisted the iPhone. (I didn’t realize what I was missing out on.)

Last week our recruiting and software business switched from Outlook to Google Apps email. I was so worried I would miss my folders and the interface I grew so accustomed to. Once I realized the goal was to have an empty inbox and my time spent digging for old emails had come to an end, I was excited.

You know those emails that you try to locate at a moment’s notice (where your client committed to something important) that often seemed impossible to find in Outlook?

For companies trying to cut costs and become more efficient with fewer resources, this is a no-brainer.

Uncategorized

Salesforce to Acquire Jigsaw’s ‘Contact Gold’



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The computing company Salesforce.com is working on a $142 million deal to acquire Jigsaw, the online business directory that has been praised as a marketplace for contact information but reviled for its controversial privacy practices.

Thousands of independent recruiters use Jigsaw every month. In its own words, Jigsaw touts that its services can provide “company phone, direct dial phone, work address, and B2B email for candidates,” which also “allows you to download this gold into lists, CRM, or other systems — you OWN the data with Jigsaw!”

(Cue the 70′s-era disco ball and streaming confetti…“Gold, man. You OWN it.”)

Indeed, writers for The Fordyce Letter have endorsed Jigsaw as a way to increase your online brand and implement new emerging media trends into your trusted candidate sourcing techniques.

Yet the prickly privacy angle has been a sore spot over the years because Jigsaw would reportedly pay people who uploaded other people’s contact information.

In fact, this issue was a source of contention during a moderated debate at ERE Expo back in 2008.

During the session, Jim Fowler, Jigsaw’s founder and CEO, said “there is a relatively small percentage of people who are concerned. Perhaps 2% or 3% of the world who really care about their business cards. Privacy is a huge issue, but my point is that most people don’t care about this particular piece of data.”

Yet TechCrunch now reports that Jigsaw has changed its model, and people can “see if their personal information has been uploaded, and there is a process to have it removed, at least temporarily. And users are no longer paid cash to upload contacts. Instead they receive points that can be used to download contact other people’s contact information.”

In a press release, Salesforce said “Jigsaw’s unique Wikipedia-style crowd-sourcing model delivers the world’s most complete, accurate, and up-to-date business contact data, providing developers with an opportunity to deliver entirely new applications that leverage the business contact data found in Jigsaw.”

In other words, for Salesforce, this acquisition may create more opportunities to partner with information services companies (i.e., Dun&Bradstreet, Hoover’s, and LexisNexis).

Uncategorized

Social Networking Strategies in Recruiting On the Rise…



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As the technology for the recruiting world continues to progress, top talent is more accessible than ever before. The potential for LinkedIn and other social networking sites to play a major role in your recruiting strategy is increased as millions of prospective candidates profile themselves on these sites.

In February 2010, LinkedIn announced that it has reached the 65-million user mark, growing quite rapidly, averaging 300,000 new profiles per month, with over nine million at the director level and above.

It’s not enough anymore to post a vacancy on the major job boards. Employers are typically spammed with many resumes from unqualified applicants. We have still found great candidates through these job boards, so continue to use them as a part of your recruiting mix. But the world of recruiting is changing. More and more, the online focus rests on social networking sites and smaller, specialized job boards.

Ten years ago, applicant tracking systems revolutionized recruitment methods. These methods have evolved and progressed to reflect the needs of recruiters today. We believe that this will continue to happen with social recruiting (which many applicant tracking systems already incorporate). Social recruiting seems to be the recruitment tool of the now and into the future.