5. Too Much Work.  Let’s face it there’s not enough time in the day for me to take on another tool.  I prefer to spend my employer’s valuable time doing things that I have already mastered.  4. No Candidates. I’ve heard all the inflated numbers from the evangelists; 227 million US internet users,  400 million [...]

Entering the playoffs, not many analysts thought the Boston Celtics would contend for the NBA championship.  Their players were old, they didn’t have the best record, they had been saddled with injuries, they didn’t have homecourt advantage, etc.. During game 3 of the NBA Eastern conference finals, one play helped define why the 4th seeded Boston Celtics recently [...]

Internet users are leveraging social media for a wide variety of purposes. From complaining about being bumped off a Southwest flight to providing real-time natural disaster reporting, the social web is increasingly changing the way we communicate with each other online. This shift has important implications for the way companies and candidates will connect during [...]

If your company is focused on hiring entry-level employees, being active on Facebook is an essential element of your overall recruiting strategy. Looking at Facebook demographic data from Quantcast.com, one sees that 18-34 year olds are well-represented on this social networking site. One way to leverage Facebook is to connect with this demographic through the use of [...]

In most jobs, there will be times of joy and disappointment. When there is joy, we typically pat ourselves on the back for a job well done. When there is disappointment, we tend to look to others. One group that receives more than their fair share of blame is Human Resources. The main reason is [...]

Although technology can provide the recruiting function with many meaningful benefits, it won’t solve everything. Prospective candidates will still demand a personal touch when considering or before ultimately joining an organization. Human resources professionals know better than anyone else how to effectively meet the needs of prospective candidates. As different functional groups in a company [...]

Prior to meeting face-to-face, company representatives and candidates have already interacted with each other several times via the Internet. These interactions have helped both company and candidate efficiently and effectively determine fit. No longer are candidates hesitant about asking relevant, personal questions that are essential to their decision making process because the intimacy of peer-to-peer, [...]

After a candidate has exhausted all publicly available sources of information about a company, they move into the next stage of their investigation.  In this stage, candidates want to know if those elements of your company that they were either most or least impressed with are actually true.  Once again, this is primarily about savvy [...]

Despite recruiter attendance at career fairs, information sessions, networking events, and industry conferences; most candidates are not convinced that the information they are receiving is a true and accurate representation of the company under consideration. Many times this has to do with the fact that companies spend lots of time and money getting the messaging [...]

In 1999, gains in technology enabled companies to shift from posting jobs in newspapers to online job boards. Companies utilizing these technologies were promised lower costs, higher candidate quality, and increases in recruiting efficiency. Monster.com, CareerBuilder, and HotJobs were pioneers in the monetization of this technology shift. Initially, both companies and candidates were satisfied with [...]