There are few sayings that come to mind when comparing free and paid split-fee networks...
"You get what you pay for."
"Free is a good price."
It is obvious that both free and paid split-fee recruiting sites, groups, and networks have their benefits. One is not inherently better or the correct way to go. So much depends on what you expect from a split partnership. The more splits are a part of your business plan and strategy, the more you need to consider paid networks.
The free sites, groups, connections offer lots of choice and much specialization. Some are local to a city, country, industry or occupation. With specialization comes opportunity to save time and make the right connections quickly. If you place government administrators in Washington, DC there is not much reason for you to belong to a group that covers the world and all industries.
The members of free networks are by nature likely to be less committed to
Picking up on the reports from the Milch & Zucker conference , A Journey from Attraction to Selection. Still have a few to do, and will bring them out over the next few days. Pictures and video are starting to appear on the M&Z site as well.
Opening up the afternoon sessions, with Miodrag Perin of Bertelsmann, New York office. Met him at dinner and found out he did his graduate degree at my alma mater, SUNY at Binghamton. More evidence of how small the world really is.
This was fun, as Bertelsman has done a lot of interesting things, including setting up a specific Recruitment brand and website. Mio is a dynamic and engaging speaker.
A couple of key concepts if you are going to reach out with Social Media as a recruitment media:
- What works for marketing also works for us
- We want to be where the people already are
Tested the idea of video applications, by filming his own team - proving internally how it can work and what actually has to be done. See the video of Mio on the RCEuro Video section.
Points out that individuals are spending lots of time on the networks (compared to amount of time on a company website), where content and information is relevant.
Create Your Own Career
Inside our thoughts, inside our heads - everyday there are tons of ideas, phrases, concepts that should be shared and used in candidate attraction.
Social Media is no longer a 'nice to have'. It is a necessity.
What was the Bertelsmann journey?
18 months ago, on Flickr and the business networks like Xing, LinkedIn as individuals, not as company.
Resistance from internal colleagues 18 months ago:
- Nobody Twitters
- What does this have to do with recruiting?
- What a waste of time
- We should have our own video player
We want to be where the candidates are
Decided to integrate sharing tools such as "tell a friend" into website and
integrate various analytics into the website to deploy and track activities
Developed the tag line and the complete recruitment website:
Create Your Own Career 2.0 by getting inspired.
What has been the result?
- New career web sites in Germany and internationally
- 38,000 unique visitors per month
- Top results of ranking, No. 1 in US, Europe, CEE
- (Potential Power Ranking 2009)
What does his social landscape look like today?
Blogs, maps, chat, self assessment, videos of real employees on YouTube, Flickr
Created presence on the major Social Media sites:
I am in Bad Nauheim (Frankfurt) today for the Milch & Zucker HR/Recruitment conference, A Journey From Attraction to Selection .
Great lineup of speakers from around the world.
Leading off by Prof. Dr. Wolfgang Jager,HR-Marketing und recruiting in einer verntetzten Welt (HR and Recruiting in a Networked World)
Apolgies in advance, I will only pick out one or two highlights, as my German is not up to scratch for full translation. We will have links to the main presentations after the event.
Posted by: Alan Whitford in Recruitment, online recruitment, On-line job hunting, media, marketing, job sites, job boards, Job board, Global recruitment, global, erecruitment, Advertising on
16 Sep 09
The Network , which brings together career sites from 119 countries and generates traffic of more than 45 million unique monthly visitors, held its annual conferenence in Bulgaria this month. The conference, hosted by partner Jobs.bg, was covered in Bulgarian publication, Human Capital, including videos of presentations from the managers of the leading job sites in France, Russia, Germany, Poland and Britain such as Totaljobs.com , StepStone and A denclassifieds .
Leading international career sites reported a decline in the published positions between 35 and 40 percent as a result of the global economic crisis. The good news is that some Western countries noticed a slight increase in the published positions last month.
The coverage and presentations can be viewd on the Human Capital site in native Bulgarian or the tranlsated version.
Posted by: Keith Robinson in technology, strategy, social networking, Recruitment, online recruitment, On-line job hunting, Netherlands, media, Keith Robinson, Holland, Global recruitment, global, future, erecruitment, blogs on
15 May 09
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.
Posted by: Alan Whitford in Tip, The Recruitment Conference, technology, strategy, Recruitment, online recruitment, iProfile, HR-XML, Global recruitment, global, future, erecruitment, Alan Whitford on
12 Feb 09
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.
- 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
A report today showed that Jobsite has reported that 54,000 jobhunters have sat a virtual job interview with Duncan Bannatyne via the BeMyInterviewer service, with over 210,000 unique users visiting the site in the last year. The service’s most popular question was “I’ve interviewed 20 people for this job, why should I employ you?” which was accessed on average every 50 minutes.
Clear proof that candidates are eating up video content on job sites and clearly would love more video abilities moving forward.
Talent on View can provide recruiters and job boards globally with the latest video technology to enhance your site or recruitment process.
Please contact me on
for further details.