Comments on: ft.com on blogs as job boards http://www.cheezhead.com/2007/08/19/ft-on-blogs-as-job-boards/ Insight and opinion from the world of employment. Fri, 13 Nov 2009 04:01:22 -0700 http://wordpress.org/?v=2.8.6 hourly 1 By: Bob http://www.cheezhead.com/2007/08/19/ft-on-blogs-as-job-boards/comment-page-1/#comment-45180 Bob Wed, 22 Aug 2007 02:02:06 +0000 http://www.cheezhead.com/2007/08/19/ft-on-blogs-as-job-boards/#comment-45180 Joel, I think part of the problem is that recruiters expect results when they post jobs to a site. Most niche sites, blogs included, don't deliver the same sort of results that traditional job boards do. Part of the problem is that sites (like yours) cater to the recruiters and not to job seekers. Recruiters know this. Bob email@jobmatchbox.com Joel,

I think part of the problem is that recruiters expect results when they post jobs to a site. Most niche sites, blogs included, don’t deliver the same sort of results that traditional job boards do. Part of the problem is that sites (like yours) cater to the recruiters and not to job seekers. Recruiters know this.

Bob
email@jobmatchbox.com

]]> By: Sean Rehder http://www.cheezhead.com/2007/08/19/ft-on-blogs-as-job-boards/comment-page-1/#comment-44964 Sean Rehder Mon, 20 Aug 2007 16:39:41 +0000 http://www.cheezhead.com/2007/08/19/ft-on-blogs-as-job-boards/#comment-44964 Addressing the "I've yet to see a good online process for handling passive candidates." My simple definition of a "passive candidate" is "someone an employer knows of, but does not have a relationship with." To me, when it comes to passive candidates, you first must relate before you recruit. So this not only "handles passive candidates," it generates actions...which is the goal of every marketing campaign. PROBLEM: How do we get to know them, or vice versa, how do they get to know us? ANSWER: Class #8 in Recruiting 201 (That was for Neal Bruce ~ inside joke). Want to get to know a bunch of people? Throw a party. By far, the link below is an example of how to gain the best results I have ever seen when approaching a "cold" set of passive talent. Its targeted, defined, fun, informative and has automated CRM based rules/work flows for the responses it gets (thus the handling part). Also, note the check box for "Send me invites like this in the future." Can you say Seth Godin and permission based marketing? Looking at the results that came back where people said "can't make this one but keep in the loop"... I can say it. Link... http://www.talentecology.com/ea/events/siggraph.asp Addressing the “I’ve yet to see a good online process for handling passive candidates.”

My simple definition of a “passive candidate” is “someone an employer knows of, but does not have a relationship with.” To me, when it comes to passive candidates, you first must relate before you recruit.

So this not only “handles passive candidates,” it generates actions…which is the goal of every marketing campaign.

PROBLEM: How do we get to know them, or vice versa, how do they get to know us?

ANSWER: Class #8 in Recruiting 201 (That was for Neal Bruce ~ inside joke). Want to get to know a bunch of people? Throw a party.

By far, the link below is an example of how to gain the best results I have ever seen when approaching a “cold” set of passive talent. Its targeted, defined, fun, informative and has automated CRM based rules/work flows for the responses it gets (thus the handling part).

Also, note the check box for “Send me invites like this in the future.” Can you say Seth Godin and permission based marketing? Looking at the results that came back where people said “can’t make this one but keep in the loop”… I can say it.

Link…
http://www.talentecology.com/ea/events/siggraph.asp

]]> By: Robert http://www.cheezhead.com/2007/08/19/ft-on-blogs-as-job-boards/comment-page-1/#comment-44904 Robert Mon, 20 Aug 2007 00:41:27 +0000 http://www.cheezhead.com/2007/08/19/ft-on-blogs-as-job-boards/#comment-44904 Blog audiences would be classified as "passive candidates" for the most part. Most visitors come to a blog because of the content written by the blogger(s), not because of the job postings on a blog. Passive candidates act differently than active candidates,they have different motivations, different behavior patterns and different thresholds than those actively looking for and needing a new job. I think the main problem with job postings on blogs, is that companies using the same "bait" to attract passive candidates as we do to attract active candidates. We ask the passive candidate to jump through the same hoops as the active candidate to apply for a job. We ask them to go through the same process, the same resume submittal steps, the same online screening Q&A's as the active candidate. Passive candidates need to be handled differently than active candidates, they need to be handled cautiously, if we ask too much of them, they'll simply go away. Hey, they don't need our job, they already have one. I've yet to see a good online process for handling passive candidates. If anyone know's of one, please let me know by posting it here. Blog audiences would be classified as “passive candidates” for the most part. Most visitors come to a blog because of the content written by the blogger(s), not because of the job postings on a blog. Passive candidates act differently than active candidates,they have different motivations, different behavior patterns and different thresholds than those actively looking for and needing a new job.

I think the main problem with job postings on blogs, is that companies using the same “bait” to attract passive candidates as we do to attract active candidates. We ask the passive candidate to jump through the same hoops as the active candidate to apply for a job. We ask them to go through the same process, the same resume submittal steps, the same online screening Q&A’s as the active candidate. Passive candidates need to be handled differently than active candidates, they need to be handled cautiously, if we ask too much of them, they’ll simply go away. Hey, they don’t need our job, they already have one. I’ve yet to see a good online process for handling passive candidates. If anyone know’s of one, please let me know by posting it here.

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