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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Campus Recruiting Update
Special Trials and Discounts For Members
Today's Recruiting News Headlines
Featured Recruiting Jobs
Polls and Trends
Weekly
Tip:
Bridging
the Gap Between Offline Sourcing and Online Processing
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week -
SwiftJobs
Final Note
________________________
Newsletter Sponsors
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A Note From The Editor
Upcoming
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________________________
Campus Recruiting
Update
Recruit
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To
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________________________
Special Trials And Discounts For Members
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View a list of career sites who have offered our members
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________________________
Today's Recruiting News Headlines
Today's recruiting and HR headlines can be viewed at www.recruitersnetwork.com/dailynews.htm.
Job
searches move April traffic numbers - ZDnet.com
Monster.com
Traffic Continues To Grow - Yahoo
Worker
background checks raise privacy concerns - USA Today
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Featured Recruiting
Jobs
This section highlights
several recruiting related positions recently posted on JobsinRecruiting.com. To view all jobs or to register
a
career agent visit www.jobsinrecruiting.com.
1. Director
- Staffing - Microsoft
2. Recruiters/Trainers/Motivators/Sales
Managers - Market
Sensations
Looking to recruit
recruiting professionals? Post your jobs on JobsinRecruiting.com.
________________________
Polls and Trends
View and participate in this month poll at
http://www.recruitersnetwork.com/poll/index.htm.
Three-quarters
of the top 500 European companies have a Careers Web
site.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
________________________
Bridging
the Gap Between Offline Sourcing and Online Processing
By
Alice Snell
Reducing the amount of
paper is crucial to increasing the efficiency of a
company’s recruiting process. Recruiting through a
corporate Careers Web site is one way to eliminate
paper. However, many companies are still feeling the
need to source through traditional media, particularly
for some positions. Sourcing in print can often result
in high paper volumes. How might candidates who are
sourced offline be directed quickly and efficiently into
the company’s digital candidate pool? This article
discusses one technique that can bridge the gap between
offline sourcing and online processing.
The Corporate Careers Web Site
Most corporations are recruiting through the
company’s primary Internet presence, the corporate Web
site. In Trends
in Fortune 500 Careers Web Site Recruiting, iLogos
Research reports that 89 percent of the Fortune 500
recruit through the company’s corporate Careers Web
site. The corporate Web site is a natural place to
recruit for two reasons.
1. It is a source of candidates, either active or
passive, who are knowledgeable about the company and who
have sought the company out.
2. The corporate Web site can also act as a front-end
user-interface to a back-end recruitment automation
system.
A Web front-end is able to pull the right data from
all candidates, and to give the data the structure
necessary to make back-end processing more efficient. It
is no wonder so many companies make a corporate Careers
Web site the focal point of the company’s recruitment
strategy. iLogos Research found that 34 percent of the
Fortune 500 companies do not give visitors to the
Careers Web sites the option of applying offline to a
job position listed on the site; the option of mailing
or faxing a resume is made unavailable. These
corporations are taking steps to ensure that once a
candidate arrives at the corporate Careers Web site, he
or she does not take a step back into the realm of
paper.
Paper to Bytes
In a poll by iLogos Research of over one hundred
companies with more than 500 employees, 21 percent
reported receiving between half and three-quarters of
their job applications through the Internet; 12 percent
reported receiving more than three-quarters of
applications online. However, a company filling half of
its positions online still is sourcing through
traditional channels for the other half.
A recruiting process that has to deal with a 50:50
ratio of digital and paper resumes is probably in the
worst possible position, experiencing all the headaches
of paper, with few of the benefits of going digital.
Supporting two parallel processes is not an option, so a
company in this situation has to bear the costs of
getting data from all sources into one common format and
into one common system. How does a company with moderate
success at digital recruiting but still sourcing in
print improve its paper to bytes ratio?
Driving Traffic from Offline Recruitment
Advertising
The general public is quite accustomed to hearing or
reading a Web address (also known as a URL, or Uniform
Resource Locator) in an advertisement, remembering it,
and typing it into a Web browser when they next surf the
Net (for example, www.microsoft.com/Office).
Marketers have had success in driving traffic to
specific areas of content on a corporate Web site and
eliciting a desired action. Recruiting on the corporate
Web site can benefit from the same techniques.
Recruiters should assign to the Careers Web site a
URL that is simple, easy to remember, and that makes a
clear connection between the company’s brand-identity
and an employment theme. There are several ways of
accomplishing this.
- The first approach is to place the files for the
Careers pages in a directory with a simple name.
Approximately one in ten Fortune 500 companies
choose a URL for the Careers Web site that ends in
“/careers”, making it the most popular choice.
- The second approach is to create a stand-alone Web
domain for the careers content, like
www.getacooljob.com.
- The final approach is to assign the Careers Web
site homepage a sub-domain under the company’s
primary domain name; “http://jobs.abcinc.com”
is one such example.
An easily remembered URL for the company Careers Web
site enables traditional marketing to drive traffic to
the Careers Web site. The URL should be promoted in all
print material, including business cards, posters,
brochures, and especially employment classified ads. The
point is to drive traffic to the Careers Web site, to
encourage as many applicants as possible to apply over
the Web, as part of an aggressive plan to stamp out
paper from the recruiting process.
The natural extension of this strategy is to make an
online response the only means for applying to a
position appearing in print. This would involve running
print ads that do not provide a mailing address, fax
number or even an email address; interested candidates
would be invited instead to visit the Careers Web site
and apply online. Referring jobseekers to the URL in all
employment classified advertisements will better
integrate print media and other offline sourcing with
the more efficient, paperless recruiting processes
companies have built up around the corporate Careers Web
site.
Online Processing
Using an easily remembered URL for a Careers Web site
helps bridges the gap between offline sourcing and
online processing. Streamlined online front-end
processing provides a low cost, highly efficient digital
data stream that can flow through to an integrated,
back-end system. To remain competitive, companies
require a complete staffing strategy. Tying together
offline and online recruiting into a total
communications and processing package is a significant
component of a leading corporate recruiting practice.
About the Author
Alice Snell (asnell@ilogos.com)
is Vice President of iLogos
Research, which analyzes best practices and
innovative staffing management technologies to provide
intelligence, strategies, financial models and
results-based consulting for large corporations, to
optimize the assignment of human capital assets. As a
leading industry analyst, Ms. Snell has authored
numerous articles and reports on recruiting technology
and staffing management issues including Trends in
Fortune 500 Careers Web Site Recruiting; Best Practices
for European 500 Career Web Site Recruiting; Perception
vs. Reality: Jobseeker Behavior Online; Best Practices
for Fortune 500 Career Web Site Recruiting; and Global
500 Web Site Recruiting Surveys. Ms. Snell has been
frequently called upon to provide expert commentary and
analysis regarding online recruiting issues and is
quoted in leading media including The Boston Globe,
Chief Executive, The New York Times, PC Week, IT
Recruiter, Chicago Tribune, and CNBC.com. iLogos is the
independent research and consulting division of
Recruitsoft. Recruitsoft (www.recruitsoft.com) powers
enterprise-wide staffing management for Global 1000
organizations.
________________________
Recruiting Bookmarks -
Recruiting Forums
________________________
Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
A comprehensive list of
the upcoming HR and recruiting related conferences is
listed here!
________________________ Site
Of The Week -
SwiftJobs.com
SwiftJobs.com
-- FREE 1 Month Trial !
Free Trial includes 25 IT
Job Postings and IT Resume Search on Swiftjobs.com.
Swiftjobs is easy to use, specialized (only IT),
reliable and is visited regularly by thousands of IT
professionals in the US. Sign up today for the Free
trial and start recruiting top notch IT Professionals!
>> Free Trial Sign Up - click
here!
________________________
Final Note
Listening to music at work can be soothing and may even
help increase productivity. (Even if it is turned done
really low!)
________________________
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