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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Breaking News
Today's Recruiting News Headlines
Featured Recruiting Jobs
Recent Recruiting Blog Headlines
Weekly Article: Recruiting on the Internet and the future of recruiting software
Employment and Economy Stats
Special Trials and Discounts
Employment Studies and Trends
Upcoming Conferences
Site Of The Week: Learn how to Recruit Smarter >>
Final Note - On The Lighter Side

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Newsletter Sponsors

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2. RecruitingJobs.com

Look for a recruiting job or need to hire recruiters? Search and post at RecruitingJobs.com.

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Visit http://www.RecruitingJobs.com

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A Note From The Editor

Register Your .jobs Domain Name
You’ve heard of .com, .net, .info and .edu – now there’s a new space on the internet exclusively for human resource professionals! The new name for job seekers is .jobs. Register www.yourcompany.jobs >>

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Useful Links

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Breaking News

Monster Employment Index Dips Slightly in April, Ending Three-month Growth Trend in Online Job Demand

The Monster Employment Index dipped slightly in April, reflecting a mild downturn in U.S. online recruitment activity following a strong three-month upward growth trend during the first quarter. While many of the industry and occupational categories tracked by the Index actually rose last month, the increases were not enough to overcome significant declines in several key areas. Nevertheless, the overall Index remains up 32 points, or 24 percent over the past year.

The Index registered growth across all but one of nine U.S. regions in April while a majority of industries and occupations showed higher levels of online recruitment activity. The construction industry, in particular, showed a strong surge in online demand, as did protective service and community and social services occupations. In contrast, online demand for military-related; office and administrative support; and architecture and engineering occupations fell during the month.

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Today's Recruiting News Headlines

View more HR/employment news headlines at our Recruiting Newswire. Please send us your press releases. Click here for submission instructions.

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Featured Recruiting Jobs

This section highlights several recruiting related positions recently posted on Recruiting Jobs. To view all jobs or to register for a career agent click here.

Looking to hire recruiting professionals?  Post a 60 day job posting ad on RecruitingJobs.com for $225 and be featured in The Recruiting News.
Register to post >>

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Recent Recruiting Blog Headlines

Monster Career Advice Wins the Webby for Best Employment Site
The news came yesterday, and I'm still reeling from excitement: We've won the most coveted award for Web sites in the world. This year marks the...
5/10/2006 9:26:35 AM [The Monster Blog]

How to Start a Corporate Recruiting Blog
I've completed another white paper in time for the Kennedy Expo. In honor of the panel that discusses why your corporate recruiting department...
5/9/2006 12:30:34 PM [Recruiting.com]

All Recruiting/HR Blog Headlines >>

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Weekly Article
Recruiting on the Internet and the future of recruiting software
By Kenneth Peck

Recruiting has changed significantly in the last 25 years. The primary vehicle of change has been the Internet. Other driving factors are business changes and technological changes not necessarily related to the Internet. I also think we have a different type of recruiter than we did even 10 years ago.

In today’s world it is all about speed and how quickly a company can adapt to change. The professionals sought by successful businesses need to be found quickly and they need to be productive almost overnight. This adaptation to almost instant productivity expected of a new employee requires a high degree of specialization to a very specific area of expertise. Therefore, the recruiter needs a very fast way of finding professionals with the exact type of skills. It wasn’t too long ago when an employer just needed an accountant with experience in the retail industry. Today the employer needs an accountant with retail experience, plus experience in foreign markets, exchange rates, tariffs and knowledge of specific branded automated accounting systems. There is no time to bring the new person up to speed.

So, the pieces of the big global economic engine are becoming more sophisticated, more minute, more specialized and more interchangeable.

Now I finally get to my point. What can I bring to the table via recruiting software that will give our recruiting customers the speed and accuracy they need to find or attract these people who are becoming more and more specialized into fewer macro groups and greater micro groups?

I have looked into my rather foggy crystal ball and saw that recruiting firms with an active functioning web site might be the way of the future. I am not talking about the web sites I see today which just simply talk about what a great recruiting firm they are and provide “x” number of reasons why they can help someone’s career. Some may even post jobs and accept applications and resumes via their web site. I see recruiting web sites of the future being content driven to areas of minute specialization; i.e. not just doctors but neurosurgeons specializing in spectrography, not just commercial pilots but helicopter pilots, not just web masters but web masters with PHP and video marketing.

For right know, let us simply call this web site for recruiters an exchange where candidates of very specific skills and needs are drawn. A key emphasis of the exchange is the ability to quickly isolate very specialized and specific skills. If I know my customer base, the exchange will have to be highly customizable for each recruiting firm. Both candidates and clients will have to have the ability to interact with their own information. A lot of the information will need to be confidential and highly secure. But above all, this one to one interaction between candidate and client will be monitored by the recruiter. Wow, has the recruiter’s job changed or what!

These web sites of the future will not simply be job boards like Monster, Career Builder or Dice. These exchanges will be run and operated by people with the knowledge of very specialized skills. The biggest change I see coming however is the ability of recruiters to market and the means with which they market to their customers and candidates. Currently this marketing is typically in the form of newsletters, emails and phone calls. The recruiting firms of the future will learn how to market through their web sites via recruiting software. No longer will the recruiter be the “headhunter”. The recruiter of the future will need to draw these people of infinite specialties to them because they will not just be found.

Right now if a candidate was to search for a position with a specific skill in Google, I’m willing to bet that not one recruiting firm would come up on the 1st page. This will change as recruiting firms learn how to add value to their web site, not just in the form of bringing employer and employee together but by offering information valuable to the specific industry; salary, latest news, trends, continuing education, etc.

I believe above all else that there is one aspect of the recruiting industry that will not change. It will always be a cottage industry of firms averaging from 1 to 5 people. One to five people can never track the geometrical growth and infinite expansion of skills. The capitol required for recruiting startup is so small that no one recruiting firm can ever become a Google, Microsoft or Yahoo. It is too easy for a startup to out compete a giant conglomerate recruiting firm in a specific area with little or no capitol investment. It will be even easier with good recruiting software.

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Upcoming Seminars & Conferences

May 30 - Annual National Meeting and Exhibition for Recruiters
June 21 - EREC 2006
Oct 4 - Human Resource Executive®’s 9th Annual HR Technology® Conference & Expo

Complete calendar for upcoming conferences and seminars.

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Site of the Week

Learn how to Recruit Smarter >>

The Recruiter's Guide to Online Job Marketing is an invaluable resource in your search for qualified candidates. The Free Guide provides critical insights into motivating the most qualified candidates to respond to your job postings.

• Recruit Smarter--Prepare compelling job descriptions to target qualified candidates
• Save Time--Increase the quality of resumes you receive

Download your copy today!

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Final Note - On The Lighter Side

National Lampoon.com shares some funny office pranks...

View article >>

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