Recruitment 2.0 – For the Employer

With changing technologies comes changing demands. As Apple continues to tell us with each new iPhone they bring out “This changes everything. Again.” I think the same can be said about the way we in HR are looking at recruiting all new staff (notice I didn’t say “how we recruit young gen y candidates!” This applies to everyone).

Candidates are expecting more from potential employers and vice versa. So this week I am going to look at Recruitment 2.0 from the Employers perspective.

A standard job ad in the paper was deemed a viable option only a few years ago. But now, in 2010, candidates are asking for more than just an online ad with a  generic organisational summary and role description. Candidates want to see pictures from the office, video testimonials from the organisations leaders & in some cases hearing from the person currently sitting in the role which was recently made famous by the Replace Brie campaign run by AdCorp.

But if an employer is looking for a certain type of candidate such as a creative genius, technological wizz or the like then you have to use mediums and techniques that will appeal to those specific types. An example of this is the search for the next digital dragon. The St. George Illawarra Dragons have used a combination of facebook, twitter, youtube, websites and their constant PR man Wendel Sailor to hunt down a new Digital Communications Coordinator.

By using all these different mediums The Dragons are ensuring that they are appealing to the best in the business. Because who in their right mind would apply for an IT job that was only advertised in the newspaper? Doesn’t exactly scream ‘we are an innovative IT company’ now does it.

With a shifting job market where candidates can become more choosey about where and who they work for Recruitment 2.0 needs to be put on the agenda. When you consider the cost of hiring a new employee, not to mention the costs associated with hiring the wrong employee, I urge you to stop for a second and think about the specific job you are hiring for and what mediums you should be looking at using to ensure a quality candidate pool.

If you have any other examples let me know in the comments or write a blog post about it and let me know!

In an upcoming post I’ll be looking at Recruitment 2.0 from the candidates perspective.

HRockstar strumming out!

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2 Responses to “Recruitment 2.0 – For the Employer”

  1. Judy

    Damon

    I love this post. I have been thinking about recruitment for the past few months as I am now a job seeker myself.

    I intend to write a blog on why HR got so lazy with recruitment. The use of recruitment companies has had a very negative effect (in my opinion) on the business of recruitment. Why would you outsource the most important aspect of the organisation – getting the right people? Now that the recruitment consultants are the gatekeepers between the job seeker and the organisation, I wonder how many great people get overlooked for an interview because they don’t meet the recruiters expectations (which are often uninformed)

    I’m almost at the point where I will not apply for a job if it is via a recruitment agent – I want to work for a company that cares enough about its people to take the time to do its own recruitment.

    So, get off your butt HR and take back control of the really important aspects of the business!

    Reply
  2. Arthur K

    You certainly have point there. Companies do need to do more to sell themselves. Not just to tell you what a great place this is to work. This is exactly what I don’t want to hear. I want to know what it is really like in there, why people come and why they leave. I am not expecting an advertisement to say these things but the interview process must.

    Reply

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