Comments on: social media v. job sites: the winner

By: Suresh Raghavan

Suresh Raghavan — Fri, 12 Jun 2009 01:33:12 +0000

Started 3 social networks (related to jobs/careers) earlier this year, one was generic and the other 2 were focussed (in my judgement)..I was promoting all 3 at the beginning but soon found out that the 2 focussed niche networks had more traction and have leap frogged the generic network in members and content.

I should have known but sometimes its good to experience it directly..

By: Skye Callan

Skye Callan — Tue, 09 Jun 2009 17:56:47 +0000

Thank you for sharing this Roberto! These valuable results really show the need to have an extensive recruitment marketing strategy that encompasses and places the appropriate level of focus on each avenue of prospective candidate sourcing.

By: Chris

Chris — Tue, 09 Jun 2009 17:11:59 +0000

I couldn’t disagree more with this article. Since embracing and fully utilizing LinkedIn, and using it correctly, my executive search firm has spent dramatically less posting jobs. I post in my LinkedIn groups and update my status regularly. With a lot of connections, I get resumes sent to me daily. Hate to say it, but the people on Monster or other job boards simply are not the candidates that we look for. As an executive search consultant, I need to dig deeper to find the right person. LinkedIn enables me to do this, and no job board that I’ve ever used does.

By: Tony Lee

Tony Lee — Tue, 09 Jun 2009 16:38:04 +0000

Nice overview Roberto. Niche is truly becoming the best way to identify both active and passive candidates by placing relevant posts where those folks live online. And the definition of niche seems to be changing daily, as I heard a national recruiter say that for her, local is a niche, as in “I recruit to fill Seattle jobs at http://www.nwclassifieds.com,” which is no different than “I recruit for school nurses at http://www.schoolnurse.com.” As they say, fish where the fish are.

By: David Rodriguez

David Rodriguez — Tue, 09 Jun 2009 14:11:44 +0000

Very insightful article. I believe this article showcases the need for a change in the current system. Engaged talent communities make sense on every level for both students and employers. Of course traditional means of recruiting will always exist but there needs to be better interaction initially between employers and job seekers.

This is exactly what we are going to do at GrouperEye.com (http://www.groupereye.com/launchprogram/). By providing an avenue for companies to seek, engage, and retain talent we hope to change the current model of recruiting.

By: 090609 #socialrecruiting links | johnsumser.com

090609 #socialrecruiting links | johnsumser.com — Tue, 09 Jun 2009 12:50:35 +0000

[...] social media v. job sites: the winner Cheezhead offers some hard facts on the social media fad: “These tools however, do not replace traditional methods that have proven effective for sourcing and recruiting. Claims that newspapers are dead are misleading generalizations that don’t look at some noticeable exceptions (as the data below shows). The same goes for claims that job boards are becoming a thing of the past.” Seems a little biased towards the job board end of the conversation. [...]

By: Mark

Mark — Mon, 08 Jun 2009 23:40:12 +0000

You have to go where the people are. A lot of the technology companies can probably score some good people from social networks. But old school companies might need to rely on older methods of recruiting to get the kind of people they need.

By: HRtechy

HRtechy — Mon, 08 Jun 2009 21:03:15 +0000

A healthy mix of both that is tailored to company’s best interest seems to be the best fit to me for the time being.

By: Joe

Joe — Mon, 08 Jun 2009 20:17:27 +0000

Well said Roberto!

By: SEM

SEM — Mon, 08 Jun 2009 18:44:25 +0000

I don’t see job fairs in big cities anywhere on that list. That’s impossible.