The buzz word on line is Web 2.0. If you as a recruiter are not familiar it is time you get acquainted.
At first I thought Web 2.0 was just the term for everything new to go online. In a sense that’s true. However 2.0 is more the adaptation of using the web the way it should be used. The days of a loyal site user who doesn’t cheat on you are gone. Infidelity is more of a necessary survival tactic a user needs to stay ahead. If you as a recruiter assume one resource for promoting or sourcing talent is all you need I would have to strongly challenge that opinion.
The average job seeker or web user for that matter will look at no less than half a dozen career portals to satisfy their search effort. Which they use is a matter of personal preference, found first, referred to and any other number of ways. How do you as the employer or recruiter wisely choose the correct vehicle? That too is a matter of preference driven by results, economics, audience etc.
Undoubtedly cost and results play a huge factor in the decision of any advertising effort. So how do you get the most bang for your buck? The answer reverts back to Web 2.0. Understanding what this term means and how it applies to you can make your success trump others.
2.0 is the application of all the wonderful tools available online and merging them to craft a messaging strategy. The combination of social sites like Face Book, LinkedIn and Twitter allow you to feed real time information and reach your audience where they spend free time. Why is it important to include all of these? Because if you don’t there is a very good chance you will miss a good percentage of your target audience. Let’s use LinkedIn as an example. LinkedIn is an excellent professional networking tool that boasts an audience of 50 million. An impressive number, but for every person I know on LinkedIn personally I can give you a dozen who aren’t. Meaning if this is your only outlet you have missed some crucial opportunities. Face Book is over 200 million users and growing. But again this audience is segmented.
Your best strategy is to identify what can broadcast to all of these vehicles and create a synergy for your marketing efforts. Providing touch points in social media, traditional job boards, job search engines, blogs etc. www.bragfolio.com our healthcare and pharmaceutical job site embraces all new media technologies. Job posting is infused to LinkedIn, Twitter, Facebook, Indeed, Simply Hired, JuJu, 100s of blogs and 1000s of independents.
Finding top talent for your client is what an employer/recruiter prioritizes for. Challenge yourself to evaluate your current strategies and job promotion efforts. Are you reaching all your potential prospect candidates? Could you do more for fewer dollars? Have you tried a new strategy lately? The web is continuously evolving as should your sourcing efforts.
