VoIP, the ability to talk telephone-style via the Internet, is currently one hot topic.
Google recently launched Talk which allows users to connect online via instant message (IM). Microsoft followed with the acquisition of Teleo. And now eBay jumps in the game by purchasing well-known player Skype to the tune of $4 billion.
I’m no expert on the technology, but I can tell you when those three companies believe enough in anything to show this kind of interest, it’s worth paying attention.
The effects on Internet recruiting is certainly unclear, but the moves definitely indicate a view into the future of how us humans will communicate, interact and do businesss.
Of the move, eBay’s Meg Whitman, CEO, said, "Communications is at the heart of ecommerce and community. By combining
the two leading ecommerce franchises, eBay and PayPal, with the leader
in Internet voice communications, we will create an extraordinarily
powerful environment for business on the Net."
A real life example: A prospect contacted me via Google Talk over the weekend. Crazy.
If communication is at the heart of ecommerce, there’s little argument that it’s also a prominent component of recruitment.
Fuzzy images from the crystal ball:
Imagine a future where job candidates complete a pre-employment assessment test, and score high enough to warrant a direct line into the hiring manager for that position. Imagine the impact on how job fairs could be done virtually.
Imagine employers accessing candidates in real time via IM, recognizing that the prospect is online. Or how about easily attaching an audio message to one’s online resume, giving employers a greater sense of who you are?
A savvy ATS or pre-screening provider should be considering how these advances might give them a competitive advantage, helping employers connect with top talent, minus the wait. Additionally, the integration of video and mobile technology is bound to follow and make an impact.
Granted, these technologies have been around for awhile, but when the big boys see the future this clearly, its broad acceptance must not be far behind. As usual, it’ll effect social interaction and commerce to a large degree first, but I have to think it’ll make an impact on how employers recruit somewhere down the road.
For an organization looking to impress, increase word-of-mouth awareness and position itself as a cutting-edge organization, it’s a great opportunity.
Popularity: 2% [?]
September 15th, 2005 at 10:48 am
How about the (passive) applicant is automatically contacted by the hiring manager (after his Googleclock has woke him up and connected his VOIP wi-max earpiece) based on some kind of cyber search agent that has been trawling the Internet looking for a particular skill set having searched your blog, gmail account, browser logs, IM logs etc etc and reckons now is the time to strike……Google Earth is even tracking you walking past the employers office so you could actually call in right now for an initial interview. Hmmmmmmm
September 19th, 2005 at 1:07 am
Well, for this technology to take off in terms of recruiting depends on the company and its managers. Do they view people as their most important assets, or do they view people as a bother?
That’s the question I’ve always had when a company goes on incessantly about how great its people are, only to clobber such an image with the words in bold print “No Phone Calls Please!”
The authors of _Why Change Doesn’t Work_ point out how companies proclaim that they’re driven by Theory Y, yet insiders realize how Theory X is really running the show. Will having hiring managers more readily accessible reverse this? Or will it show exponentially how more gatekeepers prevent 2 professionals (employer and candidate) from truly connecting?