Thursday, June 28, 2012

Layar: The next step from QR Codes?

Imagine the possibilities for recruitment. Pass out brochures where people hover over people to receive video fo their testimonials or a chance for recruiters to tell people about the company rather than people having to read through an extensive brochure. People are much more likely to sit through a video rather than read through several paragraphs. While this might be on the horizon, it never hurts to keep an eye on the coming technology and keeping in mind how we can apply it to HR and Recruitment Alternative Methods.

What/Who Influences Your Candidates to Apply?

While this chart is more geared towards who influences decisions to buy rather than recruitment the concept can carry over. This just offers a little more incentive to consider social media recruitment because of the trust connected between friends referring friends to apply to their favorite companies.


Behind the scenes at a McDonald's photo shoot

This is an excellent example of transparency on social media in reaction to questions. How does your brand respond to questions like this? Is it something that could be addressed through a FAQ page or video? Or is the most often response silence?


Tuesday, June 26, 2012

Lorem Ipsum Recruitment by Jung von Matt

Effective Creative Recruitment Methods Often Forgotten or Left Untouched

Effective Creative Recruitment Methods Often Forgotten or Left Untouched

  1. YouTube Videos
  2. Your Own Contest
  3. Contests Sponsored by Others
  4. Video Games
  6. Movie Theater Ads
  7. Billboards
  8. Employee Referral Cards
  9. “Show Your Work” Sites
  10. Location Sourcing
  11. Recruiting at Non-Recruiting Events
  12. Direct Mail
  13. Consumer Products
  14. Question Sites/Forums
  15. Use the Mobile Platform for Messaging
  16. Talent Communities
  17. Assigned Referrals
  18. Blogs
  19. Creating a Story Book
  20. Community Organizations and Churches

Grab more of the details and explanations at

Via Most Sourcing Is Painfully Dull — It’s Time to Try Some Creative Approaches

.CAREER May Soon Join .JOBS as a New Internet Extension

.CAREER May Soon Join .JOBS as a New Internet Extension

Keep an eye out for the internet extension .CAREER or .CAREERS to be available soon. The company Second Generation has applied to register .CAREER while Dozen Donut has applied to register .CAREERS.

How much does it cost to register a custom name like this?
The bill sits around $185,000 per name.

Via .Jobs Manager Wants to Add .Career to Internet Addresses  

Friday, June 1, 2012

Creating Mobile Recruiting Apps = Time Wasted

Recents statistics from a company calling themselves comScore show the mobile Internet audience is using Facebook nearly an hour more a month than they’re using it on a desktop.

With the many apps now on hand (physically) in the mobile world; users have the option to either use the downloaded app version, or the mobile version. This data has confused many industry commentators, with many bloggers writing that applications are “winning the battle.” This interpretation is in fact wrong. 

Notice these happy-gents all showcasing their mobile devices with the Facebook logo? Yes, well these five blokes are a tiny bit of the many that probably believe that a mobile app would better produce results for recruiting. On the contrary: your mobile recruiting strategies should have nothing more important than offering your candidates an optimized mobile website, and here’s why.

Facebook, Twitter, etc. are channels. We all “browse” media through these social channels. The people and businesses we follow within social channels curate web content, which we discover and consume. The Twitter and Facebook apps are our preferred window to consume the web; not only do these apps direct us to new content, they fetch it and display it for us in one place.

Frequently we click links on Twitter from our mobile app. The webpage loads in our Twitter app. We do not take the URL and open a web browser and read the content. Social channels are the true “browsers.” We do not have to search or have a pre-conceived idea of what we are looking for. Instead we browse the social channel and when we see something we like, we order up more content by tapping the hyperlink.

Empowered with the knowledge that Twitter and Facebook apps on our mobile are the new browser, and knowing the enormous volume of users and time spent consuming these channels, what do you feel matters when it comes to mobile recruiting optimization? As recruiters wishing to reach a market it is very simple: a mobile-optimized career site/recruitment campaign coupled with social media activity puts your message in front the audience.

Check out the top mobile native apps: Instagram, Angry Birds, Facebook, Twitter, Ebay, etc. As a user I expect to return to these apps frequently either for fun or social interaction or new content. Looking for a new job at a single company is not a repeat process. The effort and reward of downloading an app to work at just one company does not add up. The native app will attract downloads from those doing additional research, those really interested in your firm, but these people have probably already applied for a job. Unless your employer brand creates incredible hunger and has millions of people desperate to work for you, an app in AppStore or Android is unlikely to deliver high ROI when it comes to talent attraction.

The mobile site is becoming a must-have for candidate marketing. The mobile application is typically better positioned to assist the selection and onboarding process.
(via: David Martin's article)