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Tag >> future

I have been thinking a lot about job boards recently, as both a customer and a jobseeker.   In these socially enabled times, it strikes me that the job board user experience should be something like this:

Jobs are displayed in easy on the eye tag clouds, instead of ordered lists we know are manipulated by the recruitment organisations who post them.  Jobs are highlighted to me by other job seekers and I can rank them by most viewed, highest rated or user defined tags.  It’s a visual experience, not a data driven one.

I can tag each job myself, just like I can currently tag the rest of my social life – my pictures, my bookmarks and so on – knowing that all my fellow jobseekers are doing the same.  This rich user tagging is doing a way better job of delivering me relevant jobs than the job board search facility can.

What's more, I can connect with my social friends on the site, directly, along with other job seekers whom I don't know. Yet.  The feature that flags the profiles of people who are also looking for a job in my specialism or area takes care of that.

It introduces me to others in the community who also happen to be looking for a job in the same area as me. We can swap notes, compare opportunities, give advice and extend our job-seeking network.  And of course, make some life long friends along the way.


 

On behalf of RCEuro, I would like to congratulate industry thought leader Matt Alder on the launch of his new business consultancy, MetaShift,  a strategic consultancy which works at the cutting edge of the Recruitment and HR industries. Matt announced the new direction in his life in his blog Recruiting Futurology , which we are streaming on our home page.

We are featuring the the Recruiting Unconference video about Matt in our Audio and Video Player.

 

 


This week Google announced they are showing signs of recovery. They had their best quarter since recession hit. Wonderful.

The announcement was unfortunate timing for Allthetopbananas.com as it somewhat overshadowed our press release that the recruitment market is seeing recovery. We see more than one third of all UK jobs go through our website, and this places us in an ideal position to analyse the market place. So we did. And what did we find...

First let's set the picture - we are clearly still well behind the market size before recession hit. So far looking at job counts from the same leading job boards for 08 vs 09 the industry is 48% down in volume. This is not really a shock.

The good news is, we are climbing the wall of recovery. The volume of jobs in September 2008 compared to July 2008 saw the typical 3% growth. This year September 2009 compared to July 2009 shows 13% growth. This illustrates good signs of upturn. I am not saying the economy is saved, what I am saying is the recruitment market place is getting busier, which is a good thing for everyone!

Every day I read something about the scare of a double dip! The cause of crisis changes weekly from more sub prime disaster to space rocks crashing into the moon- well I made the last one up. The point is it has been tough, business leaders are worried and media sells on worries! The mix is dangerous, it creates panic attack style reports, all selling an unhappy 2010.

So what will happen? I believe it will be a reasonably slow recovery, but one that mainly stays on track in an upwards direction. I don't think a double dip will happen, but I expect a blip to occur causing a small dent in recovery. Assuming a blip does not panic leaders to make rash decisions we will overcome it successfully, if not it will turn into a dip. The blip has to happen, at some stage the base interest rate must increase, which will cause ripples.

We will be posting figures every month to help the industry monitor the progress. Being in recruitment provides us with a valuable insight into the market and as an industry, sharing these figures is important to help one another.

So keep an eye out for next month's release, you can read this month's here .

Taken from Allthetopbananas.com\blog\dave


Today we launched our new release of the Allthetopbananas.com iPhone job search application. But I think it is only right that we take the time out to stop and appreciate the long and difficult journey of mobile web.

Lets start with the early mobiles. It all started in 1979, yes 30 years ago – check out this BBC Archive clip.

It was not until 17 years later, 1996, that the first commercially available mobile web service was available. We have to thank Nokia with the Communicator 9000 on the Sonera network in Finland for starting it all off. Check out an old Nokia advert .

In 1999, just 10 years ago, we got the first mobile specific browser from the i-mode service launched in Japan. Mobile dedicated sites had to be written in WML and the buzz word of the day was WAP.

So, by 2002 many people had monochrome mobile devices with no nice way to input text or click hyperlinks. But they had mobile web access.

The two-way pager that had been around since 1999 was re-released in 2002 as a mobile email device with a keyboard, the BlackBerry, hit the enterprise market big time! Their devices were not good enough for web browsing, the input mechanisms were still not fun and speed was a problem.

Over the next few years, Nokia, HTC and Blackberry launched various devices that introduced touch screens, full colour, sound, full HTML web browsing and much more.

And then Apple released the iPhone, bringing it all together in one good-looking package.  The biggest development from the iPhone is, without doubt, the AppStore.

Where next? Andriod (Google phone) now has an AppStore / Market Place which is starting to grow, so clearly this will be the Apple USP for some while.

The input, the screen and the speed of handset are all SO much better than it once was. 10 years onfrom i-mode, the Mobile Web has finally arrived.

And you can now search for jobs as well.

 Taken from Allthetopbananas.com/Blogs/Dave/


 totlajobs  group

Attending a breakfast seminar today in London, hosted by Totaljobs , featuring Totaljobs marketing research and International Labour market research by the Intelligence Group for The Network

Paul Smith, Group Marketing Director of Totaljobs Group , led off the presentations, after the introductions by John Salt. We will write about the Intelligence Group presentation (which is very impressive) later.

General economic challenges have impacted the job market

  • Decline in jobs
  • Increase in jobseeker activity
  • Google - recruitment query searches up 55% year on year
Advertising spend drops from £1.2 billion to £600 million
  • Offline decline 50%
  • Online decrease 30%

Paul projects a modest increase end 2011, early 2012 and online recruitment ad spend will pass offline in 2012


As we have posted in the news section today, the CIPD report Jobs: The Impact of Recession and Prospects for Recovery had some interesting conclusions regarding movement of the economy and its impact on possible job recovery.

The scary area for me was the concluding comments by the Chief Economist at CIPD (raise your hands all of those that knew there was such a person at the CIPD), John Philpott:

“Unless the economy rebounds from recession far more strongly than most economists expect the likelihood is that the recovery will be broadly jobs-light, resulting in a slow grind back toward the pre-recession rate of unemployment. And while a jobs-loss recovery is not the most likely scenario it remains a distinct possibility, which means it is of vital importance that the government, the Bank of England, and their counterparts abroad, maintain expansionary fiscal and monetary policies for as long as necessary”.
Translation? We could be on the way to a "jobs light" recovery.

I will set up a poll/survey and look for your comments.

 

It's been some time since I last blogged as Alan and I decided that we needed to rebuild and re-brand the Beta of Recruitment Community Europe and at the same time build our Pan European members and marketing database.

This week I was fortunate enough to be a speaker at the Corporate Social Networking Conference in Amsterdam. It was also great to spend a couple of days at the conference with fellow speaker, Paul Harrison from Carve Consulting, a true thought leader in this space.

The event was put on by Thys Spragers and his team at KREM , one of Holland's leading consultancies in this space. With over 190 attendees in this current climate, it  shows the interest in the topic and also reflected the quality of the speaker line up KERM had put together.

The morning saw two true visionaries in the social media space. The first speaker was Jeremiah Owyang , Senior Analyst at Forrester, blogger and commentator on the sector. Second was Urs Gasser , Executive Director Berkman Center for Internet and Society at Harvard.


Wow, interesting series of blogs/articles out there on this topic.

I would love to see our blogging and social network experts like An de Jonghe, Ricardo Risamasu, Peter Gold, Bas van de Haterd all leap into this fray.

Check out: Tom Foremski of Silicon Valley Watch , who started this off this week relative to a PR 'expert' who advised on the use of Twitter and Facebook.

Then Jason Gorham has picked it up and run with it as it relates to an 'expert' in digital recruitment advertising.

This topic stream could be related to any type of 'expert consulting' in our and other industries. How many of us who do have the expertise from actually using the products/services/strategies have been pushed aside by a client/prospect because we do not come from one of the 'big name' companies?


Response handling and new technology applications:
Will technology finally unlock recruiter productivity?

Alex Charles, product director and co-founder of iProfile
Alex is a board member of HR-XML , the global standards body for sharing HR information.

Alex was second up at The Recruitment Conference , covering a topic close to our hearts and minds. I have known Alex for a number of years and worked closely with him as we got HR-XML off the ground in Europe.

His theme on recruiter productivity is a good spin – away from the usual stuff that Alex and I have done for years about what the technology is and how to use it.

Agenda

  • How far have we really come?
  • Future ideas
  • Address capability of your staff and technology
  • Threats and risks

An interesting question: Are recruiters more productive because of technology?
Only two of us in the room say yes

Why aren’t we more productive?

  • Is it the quality of technology?
  • Is it the challenges of the cynical recruitment business owner?
  • How do we compete with the larger online players like job boards?

Good slides showing the spaghetti junction of information, tools, contacts - slides will be made available on the conference website.

Challenges about the data we hold in our databases now











 

DAXTRA
Steve Finch
Bringing the Internet Inside
Automating Recruitment Knowledge

Integration of the use of the Internet with the internal business processes of recruitment

Knowledge=Information + Process

Information on candidates, job boards etc and the internal process/workflows

Who Wants What?

  • Candidate wants job
  • Employer wants employee
  • Match = knowledge heaven


Where, when and why
timing, location and message

(Guess what, Recruitment is a sales function – which we have been saying for what seems like forever)

Where is the information?
Job boards and social/business networks, comms systems, referral networks and knowledge sites

How can we exploit all of these data sources?

Good slide with the boxes and arrows, can’t replicate here

Some good slides of Recruitment and Internet 1.0, how thinks used to link together.

Another view of Internet 2.0
About the knowledge interface and integration of the processes.

Info and text from the web and elsewhere is only unstructured information, is not data which can be knowledge. Need to use the extraction/parsing tools to structure the data.

This approach enables new recruitment business practices and models because the data can be searched and matched more effectively

Improve the efficiency of the processes: Use Multi-search to examine a wide number of information sources/databases

Conclusion

  • Greater quantifies of knowledge
  • needs to be integrated into workflow
  • Some technologies can do this now
  • More will come

 


Bracknell Forest council
Janet Berry

Bummer, just closed the browser window and lost the entire presentation blog

Will try and remember what I already wrote.

Council has Facebook pages and Twitter pages.

On Twitter: 55 following, 87 followers, 210 updates

Both link to the Council career pages

Council has intentionally moved to online, with both their career site and Jobsgopublic.com

Reduced their overall spend on recruitment advertising by moving to direct sourcing. Almost no local press jobs advertising, other than lineage for lower level jobs.

The real key for me of what Janet has done:
She has analysed and researched the existing staff, the potential marketplace for staff and the potential impact of trying to reach the GenY universe.

A great chart mapping:
GenY, GenX, Baby Boomers and Veterans/ mapped against national averages within the employment community.

They analysed what will attract GenY employees
Then analysed what are likely to be barriers to attracting GenY - including internal culture and processes.

Then develop the candidate attraction strategies to match the real requirements.

Challenges of promoting web 2.0 technology
Facebook advertising - only reaching those on Facebook
BFC employees cannot access Facebook at work

Add on ideas
Informal networking
20-30 % of hires by word of mout

Include the messages about Facebook to staff comms, and ask them to add BFC to their personal pages

Future - What will Janet do in 2009?

  • Emphasise and enhance the initiatives already started for Geny
  • Section and team branding
  • Use SEM
  • Influence the Baby Boomer managers
  • Measure and monitor where the jobs are being initially seen

 


 

Josh Smith of Facebook leads off the afternoon session. Lots of stats, so will only give you a few:

  • 150 Million users globally
  • 800 new registrations daily
  • UK has 1 million new users per month
  • 25% of audience is over 35
  • 65% of UK internet population join Facebook
  • 50% of members return daily
  • 25 minutes per day on the site
  • average 2 vists per day
  • 55/45 split between male/female

OK, enough of those statistics :-)

How is Facebook evolving as a recruitment medium?

Targeted marketing is the key.



Jeremy Mason from Revenue Science delivered an excellent presentation on Behavioral Targeting, a term well discussed amongst online marketeers and more information on the topic can be found on the IAB site.

For many publishers this has become a key issue and one which they are investing in to give greater value to their advertiser BUT it is as important to understand who their audience is and what and where they have been and go after they touch your site.

Jeremy defines what behavioral targeting is;  "targeting groups of users with ad and content based on anonymous previous activity and attributes".

Why is this becoming a "boom"business" ;

- We have a pyramid issue when it come to online content- at the bottom is the huge chunk of advertising led content BUT at the top is contextual search which has far more limited content.


 

 




Aggregation and Data Driven Marketing

Simon Appleton

They founded Planet Recruit and sold it to Hot Group in 2003. Set up Workcircle initially as an IT job board.  Changed to Vertical Search Engine (Aggregator).

What does the aggregator really do?
For Candidate: can search across multiple platforms on one site.
Traffic source/driver for job advertisers – job boards, employers, agencies

What is Data Driven Marketing?
Attract  the right candidates in high volume, and then direct them to the right destination site.

Tony Jewell

How have the new revenue generating and traffic generating models evolved?

Nice stuff on ‘cost per action’ if you run a web business
Evolution of their thinking on most cost effective way of gathering jobs and then reaching the candidates.

What they call: Workcircle 2.0
Evolved to the jobs aggregation model (like Indeed.com  from the US)
Can help the smaller niche job boards get ‘cheap’ traffic
Challenge was how much traffic could the cost effectively buy.

Long tail thinking entered into the evolution of Workcircle
Sponsor all combinations of a job title (wrote a tool to generate the long tail list  - over 1 million keywords)
Used the Google API (application programming interface) to create the giant Google Adword campaigns
Resulted in Massive Traffic Driving
Lots of great stats and ROI data for them (80% ROI for money spent on Google).

Lessons learned
Using both SEM (for paid for listings)  and SEO (for organic listings)  to ensure overall listing and traffic works at optimum for traffic driving

Long Tail generates overall cost is optimised

Ensure that paid for listings have the deep link directly to the job, not the job site

Ensure that you actually have job inventory to match the keywords you are actually advertising

Click through rate is not the best measure of ad success 







 

 

 



















































First speaker today is Luisa Mauro from You Tube. So we are live blogging and will get the full presentations at the end of the event and may come back to some of the presentations with fuller coverage.

Some frightening statistics;

- 1.2 billion minutes of video watched every month.

- 15 hours of video uploaded every minute.

- Taking up 10% of global bandwidth.


This is the headline of an article posted today by Dawn Passaro, I liked it so took the liberty of posting the article in full and it very much follows on from my last blog on RCE on Britney and "personal branding"...it seems there might be a business model in this chaos!!

Attention all recruiters! Are you having trouble finding recruitment assignments? Maybe you should shift your target to the other side of the street. By that I mean, sell your services to the job seeker, instead of the corporate employer.

In the news today, and from people I know, I see massive layoffs and downsizing everywhere. The law of supply and demand tells us that many organizations will not have to work so hard to fill their open positions (if the skill sets fit). Companies may think twice before budgeting for recruitment expenses.

Consider this alternative: Personal Branding. It's a good skill to develop in any case as a part of your own career management process, even if you don't offer it to clients. Check out Dan Schawbel's
Personal Branding Blog. He is the author of " Me 2.0: Build a Powerful Brand to Achieve Career Success (Kaplan, April 2009) . His blog has a wealth of "how-to" information on Personal Branding.

I just read an article in the Wall Street Journal titled Job Seekers Pay Marketers to Improve Their Prospects in the 1/6/09 edition. The article mentioned a company called Reach that helps outsourced individuals or any job applicant for that matter, to focus on their own personal branding, and to use that information to find their next job.


Kevin Wheeler has done it again.

 
Read his really excellent article on ERE.net "What’s Going to Be Different in 2009"
As always with Kevin, he hits the nail on the head, as he did in his session at our Global Recruitment Conference in Amsterdam.

 

 

 


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