and foremost, companies need to understand that HR is an exercise in
sales and marketing. At least the component of HR related to recruiting.
Its very difficult to recruit top talent without tackling the
problem from a sales and marketing perspective. Luckily, we can look
towards sales and marketing experts for help, and we can understand how
great companies market and sell their products and services and how that
translates to recruitment.
The second key point is that recruitment marketing is more than just
advertising on job boards. Advertising is only one component of
marketing. There are many others.
Finally, we can look at numerous examples of big companies that do focus
on recruitment marketing experimenting with different
initiatives, technology and strategies. Deloitte created a very popular
Facebook page. Sodexho has a well-known corporate HR blog (http://sodexocareers.blogspot.com/). Intel has a vast
library of employee videos and a content-rich career site (http://www.intel.com/jobs/index.htm).
Big companies are investing in their recruitment marketing
So what about smaller organizations?
More. . .
Open Applicant | Open is Better.
Imagine a feature-rich ATS that is cost effective, worry free, and
evolves along with you: introducing Open Applicant! Designed as a
collaborative open source platform, Open Applicant allows you to
effectively organize your candidate pipeline, create customized
pre-employment assessment tests, and it wont break the
Open Applicant is free to download and use. For more
information please visit: www.openapplicant.org
(Employment Screening Resources) has identified the following trends for
2009 in its second annual report on trends in the screening industry and
safe hiring. The 2009 trends reflect increasing concerns over the use of
Facebook and similar sites, lawsuits looming over inaccurate Background
Screening reports, increasing government scrutiny of the screening
industry and privacy and security issues.
In the current legal environment, businesses want to make sure they are
not only exercising due diligence but are also ahead of the curve on
legal issues. The quickest way to get sued is to not understand the
legal environment and latest trends surrounding background checks and
The federal and state governments will require more background screening
in 2009, especially in sensitive jobs, and more businesses will make
Pre-Employment Background Screening a requirement for the job. The
increased use of Applicant Tracking Systems will lead to "one button"
clicks for background checks.
More. . .
News for Recruiters:
Employment Declines Yet Again in March
declines in December 2008 (56,000 jobs), January 2009 (48,000 jobs), and
February (14,000 jobs), IT employment continues its descent in March
shedding 31,300 jobs, according to the National Association of Computer
Consultant Businesses (NACCB), which tracks monthly IT employment. After
peaking in November with over 4 million jobs, IT employment has shed
approximately 150,000 jobs. Despite this drop, it was not until this
past month that IT employment entered negative territory in a
Unprepared for Layoff Aftershocks
As layoffs become increasingly
more difficult to avoid, it is important that companies learn how to
implement these reductions smoothly and effectively, while still keeping
employees engaged and productive. The new Corporate Restructuring
Highlight Report from the Institute for Corporate Productivity (i4cp)
examines these challenges as well as other strategies companies are
using to make it through, whether it's redesigning the organization,
building strategic partnerships or developing innovative sourcing
strategies. According to the report,
Career Goals among Children, Survey Cites
Good news for the 21st
century workforce pipeline: Children's professional aspirations vary as
much as they do themselves, according to the recently released survey,
Power to Be, sponsored by Duracell. Duracell partnered with toy experts
Jim Silver and Chris Byrne of TimetoPlayMag.com to identify toys that
can help children develop the skills they need to become whatever they
want, be it a teacher or the President of the United States. During the
Power to Be
Choose One of Our High-Impact Webinars for FREE!
All you have to do is take our Corporate Recruiting
by April 30, 2009.
Informations Corporate Recruiting Department Benchmarks
affords you the opportunity to think through answers
to corporate recruiters most pressing questions, while
contributing to an important source of data for your
industry.Complete the survey
before April 30 and you will
receive both a pre-recorded Kennedy Information webinar of your choice
, and the Executive
of the survey results for free!All
survey responses are completely confidential.
Upcoming Recruiting Events:
Recruiting Trends Jobs for
RT Bulletin Privacy
Policy: Kennedy Information will not release the email addresses of our
subscribers without permission from the subscriber.
For questions or technical
issues, please contact email@example.com
1 Phoenix Mill Lane, Fl. 3 •
Peterborough, NH 03458 USA
Tel: 800.531.0007 or +1.603.924.1006 Fax:
Kennedy Information © 2009 BNA Subsidiaries,
If you would like to
unsubscribe from the Recruiting Trends Bulletin or from all
Kennedy Information mailings, simply use this link.