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Recruiting News is a free electronic newsletter published by Recruiters Network. Recruiters Network is the Association for Internet Recruiting. It is a free organization for HR Professionals and Recruiters.
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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Today's Recruiting News Headlines
Recruiting
Metrics
Featured Recruiting Jobs
Special Trials and Discounts For Members
Polls and Trends
Weekly
Article:
8 Considerations for Internet Postings
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week -
Internal
Corporate Phone Directories
Final Note - On The Lighter Side
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Newsletter Sponsors
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A Note From The Editor
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Today's Recruiting News Headlines
View HR/employment
news
headlines or our Recruiting
Newswire.
Please send us with your
press releases, news items, personnel changes, etc. Click
here for submission instructions.
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Recruiting Metrics
Looking for staffing employment/metrics?
Participate in the completely confidential Human Capital Metrics
Consortium Standard Benchmark Surveys and receive a free
summary analysis including comparable metrics - at
absolutely FREE. The Surveys will also calculate your
Cost-Per-Hire and Staffing Efficiency ratio online as
you complete the survey.
Click here
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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
for a career agent
click here.
Looking to recruit
recruiting professionals? Post your jobs on JobsinRecruiting.com.
Post unlimited HR and Recruiting jobs for 6 months for only
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________________________
Special Trials And Discounts For Members
Below is a list of trials and discounts that companies
have extended to our members. If you are interested in
offering a promotion/discount to our members, please contact
us.
1.
Free Trade
Publications - no fees or purchases necessary.
Great titles like
Human Resources Executive. View all free
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elance.com
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Logistics / Transportation : JobsInLogistics.com
Marketing / Sales : MarketingJobs.com
Military Transitioning : DestinyGroup.com
Retail Management / Hourly : AllRetailJobs.com
5. Career
Sites Discounts
Recruiters Network has
developed an extensive career site directory and many
have offered our members special discounts. Click
sites offering discounts and promotions.
6. JobsinRecruiting.com
- $299 for 6 months unlimited jobs
Looking to hire
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Polls and Trends -
New Trends
TrendWatch:
The Email to a
Friend best practice has shown a year-over-year growth of 66 percent
from 2001 to 2002.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
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Weekly Article
8 Considerations for Internet Postings
1. Stand out in the search results
There’s a new playing field for recruitment advertisers.
In the days dominated by print advertising, you were
able to compete on size and vision impact to gain
readership (and, hopefully, results) for your
recruitment advertising. Now, many of your candidates
are performing an online search at a major hub site. So
once the results page comes up, how do you vie for
reader attention? While most companies settle for simply
entering the position title, you can attract more
interest by inserting information of interest to the
reader. For example, you’re advertising for a
“Registered Nurse.” And that’s how it appears on the
results page for many companies. But what you really
want is a “Registered Nurse – Orthopedics, Part-Time,
Flexible Scheduling.” Now you’ve created a title for the
results page that sells. More click-throughs. More
results.
2. Think like marketing
Job
posting sites might have thousands of jobs available.
So, to bring the candidates to action, it is imperative
that you stay clear of simply putting together what
we’ll call a position announcement. The typical “This is
the position. This is the background you need. Here’s
how to apply.” just won’t cut it. You need to make your
posting sell your company and the job to the target
audience. In short, you need to think like marketing.
Why would someone want your job over the other choices
found online? What makes your company unique? What is
interesting about the position?
3. Support the brand
How
readers view your employer brand makes a huge
contribution to getting greater results from your
recruitment advertising. But many times the work done to
effectively advertise the employer brand in print
advertising is forgotten when placing an online job
posting. Certainly, the advent of database wrapping or
scraping contributes to this. The computer finds
“vanilla” job descriptions and posts them in a mass
production fashion with no opportunity to create
results-oriented copy. But you can also aggressively
support the brand in your Internet postings. Add the
copy that sells the brand. Davis Advertising has even
taken branding on the Net a step further by offering an
option which will allow for adding graphics to your
Internet postings. For more information,
click here.
4. Be organized and concise
Writing for the Internet has evolved over the past few
years. There was a time when conventional wisdom said,
“Hey, we don’t pay by the line for an Internet job
posting so load it up with everything.” We now realize
that including miles of copy merely lessens the
likelihood of the candidate reading your posting. So you
might take the prospect to the “awareness” level, but
you’ll never bring them through “interest” and into
“action.” You should organize your thoughts in the
candidate’s mind with subheads, bold type, italic type,
and more. And keep the copy simple. Don’t take your
2-page internal job description and post every single
word. Internet users are used to scanning, not reading.
That’s because they read computer screens 25% slower
than paper documents. Make it easy for each reader to
come away with the salient points or you could lose them
as a prospective employee.
5. Give them benefits with meaning
How
many candidates are swayed by competitive pay, paid
holidays or paid leave – just to name a few? Probably no
one. But somehow companies feel it necessary to fill
their postings with these rather mundane benefits. If
you’re going to outline benefits, include those that are
meaningful to the reader. For example, you have a
posting for an entry-level engineering position. It’s
highly likely that the tuition reimbursement is going to
catch their attention. Or someone facing rotating shifts
might be sold on soft benefits like on-site dry cleaning
service, film processing, and fitness center. Things
that will enhance their work/life balance.
Click here for the rest of the article >>
About the Author
Davis Advertising is a
full service recruitment advertising agency. More
information at
www.davisadv.com.
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Recruiting Bookmarks
Recruitment Ad Agencies
________________________
Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
Kennedy Information's Recruiting 2003 Conference and
Expo
Tactics for Today, Strategies for Tomorrow
November 20-21, 2003
Jacob K. Javits Center, New York City
Tactics for Today -- Strategies for Tomorrow
Learn from and interact with recruiters from some of
America's global business leaders.
Mention Recruiters Network
when registering for
early bird
discounts.
View
all upcoming conferences
->>
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Site
Of The Week
Internal
Corporate Phone Directories - 10% off
If you use corporate
phone directories to find suitable candidates, this
unique service may be of interest. Corporate Contacts
has directories of many companies which list name,
direct phone number, title and often email addresses.
They have directories for many industries, like
pharmaceutical, Big 5 CPA/Consulting, etc. Mention
Recruiters Network to receive a 10% discount. Contact
Stan @ (301) 587-1819. These directories are a great way
to recruit from companies in your industry.
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Final Note - On The
Lighter Side
New Job Interview
Techniques
Take the prospective employees you are trying to place
and put them in a room with only a table and two chairs.
Leave them alone for two hours, without any instruction.
At the end of that time, go back and see what they are
doing.
If they have taken the table apart, put them in
Engineering.
If they are counting the butts in the ashtray, assign
them to Finance.
If they ask why they had to wait for two whole hours,
Credit and Collections is their place.
If they are waving their arms and talking out loud, send
them to Consulting.
If they are talking to the chairs, Personnel is a good
spot for them.
If they are wearing green sunglasses and need a haircut,
Computer Information Systems is their niche.
If they mention what a good price we got for the table
and chairs, put them into Purchasing.
If they mention that hardwood furniture DOES NOT come
from rainforests, Public Relations would suit them well.
If they are sleeping, they are Management material.
If they are writing up the experience, send them to the
Technical Documents team.
If they don't even look up when you enter the room,
assign them to Security.
If they try to tell you it's not as bad as it looks,
send them to Marketing.
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