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The Next Wave of InteractiveSourcing - Are You Ready?
HCIWhite Paper
By HCIAnalystJune 25, 2008
 
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INTRODUCTION
With technology constantly evolving, toprecruiters will need to be on top of new trends inorder to stay competitive in the modernmarketplace. In this executive summary DougBerg, founder and chief innovation officer of  jobs2web, takes us on a tour of what's new inrecruiting technology and how to develop an up-to-date strategy that will move your company tothe forefront of candidate recruitment usinginteractive sourcing.Jobs2web works with companies to help leveragethe internet for their recruiting strategies. Withmore than 20 years experience, Berg works toeducate the marketplace about new trends comingonline. "No question it's getting dizzying out therein terms of trying to understand what's happeningin the world of interactive recruiting," he said.This executive summary will include a look at:-The talent shift: What's happening in thecandidate marketplace? How arecandidates looking for jobs?-An evolution of the recruiting strategy:How are companies accommodating theshift of where the candidates are going?And what challenges does that pose?-An overview of new technology: A look atscalable interactive recruiting technologies,including how to optimize your webpresence.
THE TALENT SHIFT
In the 1990s, newspaper print ads were theprimary place to advertise jobs. By 2000, however,most candidates "had abandoned their localclassifieds section and moved online," said Berg.They used job boards like Monster andCareerBuilder. "It was an easy transition," he said.Today, as we approach 2010, "the candidates haveshifted to a whole new mix of online strategies forlooking for job and career related information,"said Berg. He sites online classifieds, likeCraigslist, and social networking sites likeFacebook, as well as use of search engines likeGoogle and Yahoo. "It represents a very significantchange in the recruiting strategy," he said, becauseyou can't just post jobs on these sites. Thequestion becomes, "How do you bring yourrecruiting strategy into these arenas?"
JOB BOARDS
Berg noted a significant decline in the quantity and quality available on job board sites. He alsosaid that many people who placed their resumesonline received a slew of spam and falserecruitment calls, but very few were ever contactedby real recruiters. Additionally, many companiessay they prefer to work only with active candidateswho submitted their resumes directly for a specific job.The job boards often worked counter to the idealrecruiting strategy, forcing a "shared candidate"environment where each candidate's resume wasavailable to everyone on the site. And finally, therules of the sites often limited the ways in which jobs were featured and their costly banneradvertising was too expensive for many companies.
 
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RECRUITING STRATEGY
As the trends in job advertising have changed,Berg looked at how the recruiting strategy evolvedwith the times.The traditional non-strategic staffing trajectory involves paying to advertise a new job on a jobboard and wait for candidate response. Once theprocess is over, recruiters just start it all over againwith a new position. "It's not a great way to dostrategic recruiting on an enterprise level," saidBerg.
EVOLUTION
In just the last decade overall trends in recruitingstrategy have changed. Jobs now need to be filledin days rather than months. With a more specificfocus, recruiters now want to find the rightcandidates sooner, rather than casting a wide neton a job board. The focus is on quality of candidates, not volume. And recruiters nowdevelop career-long relationships with candidates,rather than a one-time connection over a certain job.Berg offers some things to consider whiletransitioning into modern recruiting:-Recruiting is no longer "job-centric" but isnow "candidate-centric."-Recruiting is now multi-channel andmulti-dimensional.-It's more like marketing than justrecruiting.-Modern recruiting promotes both early Figure 1
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