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The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'web 2.0'

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Outsourcing Meets The Recruiting Industry…Finally?!

by on Dec. 17, 2009


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Like you, I can go off about how behind-the-times the recruiting industry is compared to the rest of the world.

The good news is that the last few years have been showing huge progress in regard to technology (from great new front-office systems, to utilizing Web 2.0 networks, to blogs and forums and niche job boards, etc).

However, most of you are still not doing too much differently than you were before. I have heard from many of you regarding the “bonding” lesson and have heard of some good ideas.

However, they still aren’t really based upon any new technology. During my live Owners & Managers Recruiting System seminars, we get into how to use technology a great deal. We focus a lot on state-of-the-art Internet marketing techniques as well as better utilization of Web 2.0.

But there is NO NEED for you to wait! I have outlined the easiest and the best in this article.

Some Background Information

Before I give away this easy tool, a little background is needed regarding time-management. Make sure you read through it quickly so that you can get to the real money-maker.

Any administrative work or paperwork is probably the most overpaid work that any owner, manager, or sales rep could be doing for themselves! If you are an agency owner or manager, do you have any idea how much your are paying your sales rep or recruiters to stuff an envelope, confirm appointments, post jobs to sites, create newsletter content, or work on art graphics? If you are a sales person, then do you know how little money you will make from those little acts?

It is key that we all look at EVERYTHING that we do and then make sure that we either outsource or assign the non HIGH-PAYING work to others. Believe me, there will be A LOT of that! If you manage people, look at everything they ever do and decide how much you should be paying for that sort of work.

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Creating Your Own Brand: Increasing Your Online Presence

by on Nov. 23, 2009


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As we balance the demands of several different roles — business partner, recruiter, consultant, human capital advisor, go-to-expert, and advocate — we don’t pay much attention to branding ourselves as a professional for our own future.

If you have created a background of accessible and transparent communication, then using corporate social networks to reinforce your brand impact should be a natural extension of the work that you have already done.

Establishing credibility in your field is essential in building meaningful relationships and elevating your online presence. Branding (how you package yourself internally and externally) should be the first step in developing your personal and professional career presence. It is not a new concept, however, with the advancement of Web 2.0 tools, it is more important to be clear about what your personal brand is and to consistently communicate that brand across all platforms.

Your compelling and unique brand is important and influential as you have authentically created it to be an integral part of your company’s culture. Now it is time to use the strength of the human resources, recruitment, or third-party sourcing brand that you have built to attract new talent to market your leadership abilities, establish yourself as a subject matter expert in your field, get your name out there within your area of interest, and capitalize on what you know.

What will fellow recruiters, candidates, clients, hiring decision-makers, or industry leaders uncover when they Google your name?

Some of the most important reasons you should build your personal brand includes:

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Recruiting 2.0: Harnessing the Power of New Media to Discover and Hire the Finest Talent for Your Organization

by on Nov. 19, 2009


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The evolution of the Internet is changing the way companies across an array of industries do business. This is certainly the case for the recruiting industry, where the evolving social media arena is revolutionizing the way corporate and agency recruitment professionals advertise and fill job opportunities.

Today, recruiters can use Web 2.0 applications to not only promote job opportunities, but also to learn more about candidates than they would from traditional resumes alone.

Despite its simplistic and user-friendly face, however, companies that are attempting to capitalize on Web 2.0 open media channels and networking capabilities are experiencing noticeable growing pains. The sheer size of the media space that makes it so attractive can be the very thing that makes it so intimidating to navigate and utilize.

As new users struggle to define their online persona, the boundaries between the professional and personal arenas become increasingly blurred. Moreover, training, implementation, time-management, and even cultural obstacles are among the challenges companies face when considering the use of social media venues for business purposes.

A Unique Approach

Hollister Inc., a Boston staffing firm, is one company that is successfully integrating social media into its business model.

The firm recognized both the opportunities and the challenges that Web 2.0 presented and took an out-of-the-box approach to harnessing new media. As a full-service staffing firm centered in Massachusetts’ multi-industry job market, Hollister recognized early on that a basic company fan page, group, or Twitter handle would be hardly enough to reach its extremely diverse market.

With this in mind, Hollister partnered with its new media communications agency, 451 Marketing, and developed a model called Recruiting 2.0 — a cutting-edge social media recruitment platform that allows Hollister to consistently position its clients’ jobs on the most frequently used and fastest growing social media channels.

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Legal Recruiting Firm Tries to Goose Up Its Brand

by on Aug. 25, 2009


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How would you brand a newly minted London firm that recruits intellectual property attorneys for jobs all over the world? With a video of a wedding photographer kicking a goose, of course. How else?

Amazingly, that’s what Fellows and Associates has done. And just to make sure you get it, the firm issued a press release over the weekend discussing the video.

“The aim was to find an idea that was provocative in order to elicit a response and maximise the video’s potential for spreading virally whilst maintaining a balance of responsible advertising” says Fellows and Associates Managing Director, Pete Fellows.

I don’t know about the provocative part, but the viral part seems to have fallen flat. According to You Tube stats, the “Goose Attack At Wedding” video has not yet broken 1,000 views after seven days online. Compare that to the branding video for Caterer.com that I wrote about in July. It got almost 38,000 views on its first day.

The press release notes that “Fellows and Associates are the first UK recruitment firm in the Intellectual Property sector to experiment with viral video advertising.” But issuing a formal press release isn’t quite what viral marketing is all about, even if it has gotten some online mileage.

On the other hand, when you’re launching a new business into a competitive market, any publicity is good publicity. We wrote about it, didn’t we?

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Industry News

The Top 5 Web 2.0 Tools that Keep Me Connected

by on Apr. 24, 2008


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As a kid, I remember watching tv (yep, black and white) while staying up late on the weekends. I’d always get scared to death every time I saw the short commercial that came on and said:

“It’s 10:00pm, do you know where your children are?”

Anybody remember that? I thought the only reason they ran that crazy commercial was to scare all the children. Well, now I realize they were just trying to help the parents keep track of their children.

It got me to thinking about how I keep track of my customers. I don’t need scary commercials, but I do need tools that help me easily track all of the details that are critical for success. I also need tools that help me keep track of them. What are they doing today? What’s going on in their industry? How’s their business?

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