Comments on: Technology and Relationships: From Face-to-Face to Cyberspace http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 01:03:49 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Diane Fox-Gibson http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/comment-page-1/#comment-4852 Diane Fox-Gibson Wed, 03 Oct 2007 09:49:00 +0000 http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/#comment-4852 can you elaborate on this concept can you elaborate on this concept

]]> By: Pert Ilagan http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/comment-page-1/#comment-4851 Pert Ilagan Tue, 18 Sep 2007 02:21:00 +0000 http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/#comment-4851 this is new to me...quite interesting.... :) love to learn more... :) this is new to me…quite interesting…. :) love to learn more… :)

]]> By: Candice Hutchinson http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/comment-page-1/#comment-4850 Candice Hutchinson Mon, 17 Sep 2007 05:30:00 +0000 http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/#comment-4850 I would be very interested in learning more about social bookmarking and your techniques. Thanks! I would be very interested in learning more about social bookmarking and your techniques. Thanks!

]]> By: Hal Amens http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/comment-page-1/#comment-4849 Hal Amens Mon, 17 Sep 2007 03:55:00 +0000 http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/#comment-4849 I agree. In the mean time, how about just reviewing your existing job site to assure it keeps its promises and deals with applicant as potential business partners. Some findings and suggestions in a short article based on my experiences with these sites: Jobs Web Sites that Work (or don't) at http://www.squidoo.com/job-web-sites/ I agree. In the mean time, how about just reviewing your existing job site to assure it keeps its promises and deals with applicant as potential business partners. Some findings and suggestions in a short article based on my experiences with these sites: Jobs Web Sites that Work (or don’t) at http://www.squidoo.com/job-web-sites/

]]> By: Tamera George http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/comment-page-1/#comment-4848 Tamera George Fri, 14 Sep 2007 08:16:00 +0000 http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/#comment-4848 Technology when used to deal with the mundane tasks such as posting the jobs, receiving the candidates into our chosen application, sending invites to the ones who seem they are in the realm of possibility for matching up to the position is appropriate. As is the prospecting in social networking groups, etc. The break down is once we have someone in the process, and things are not going peachy keen and we tend to not take their calls cause we don't like being the bearers of bad news and we leave them hanging, that's when it is an obstacle. Not for the recruiter who doesn't want to tell the candidate they aren't a fit nor for the candidate who doesn't want to tell the recruiter that they feel is somewhat likeable that they are not going to take the job being offered. Both sides use technology as a block in this way. And that's when it is frustrating on both sides, cause it gets to the point of just wanting to know the outcome. Well technology can take on that role too. A simple email that says no is all it takes. The problem with the information overload is not because the technology is there. Were it not for the technology, how would we cope? I cannot imagine it. Take it out of the equation and the picture only gets worse because things that we automate now, we would have to do manually. That means we would be less available to make or take phone calls because we'd be so bogged down we would not have time for the ones that we are able to make. For IT recruiters, being able to communicate through all the different channels that are available now is a necessity. It's where these candidates are in their down time, not all, but a large percentage are. Many people, not just the technically savvy are now living in two worlds. Their offline world and their online world with friends and relationships ever bit as important to them in one world as in the other. Social Bookmarking is the technology to use if you're going to be trying to utilize the social networks. Many of these people, especially your creative types are on Youtube. I use both Social book marking and a little known technique I picked up to exploit Youtube's system to reach those I need to reach out to. Luckily for me, most recruiters seem resistant to using these channels, so I am free to cherry pick to my heart's content at the moment. If anyone is interested in learning more about these techniques, I'll share them, but not online. Send a message to my profile, and I'll respond. Right now I have very little competition, and I'd like to keep that way as long as I can. I've always been an early adopter, but eventually everyone else catches on... shucks lol Technology when used to deal with the mundane tasks such as posting the jobs, receiving the candidates into our chosen application, sending invites to the ones who seem they are in the realm of possibility for matching up to the position is appropriate. As is the prospecting in social networking groups, etc. The break down is once we have someone in the process, and things are not going peachy keen and we tend to not take their calls cause we don’t like being the bearers of bad news and we leave them hanging, that’s when it is an obstacle. Not for the recruiter who doesn’t want to tell the candidate they aren’t a fit nor for the candidate who doesn’t want to tell the recruiter that they feel is somewhat likeable that they are not going to take the job being offered. Both sides use technology as a block in this way. And that’s when it is frustrating on both sides, cause it gets to the point of just wanting to know the outcome. Well technology can take on that role too. A simple email that says no is all it takes.

The problem with the information overload is not because the technology is there. Were it not for the technology, how would we cope? I cannot imagine it. Take it out of the equation and the picture only gets worse because things that we automate now, we would have to do manually. That means we would be less available to make or take phone calls because we’d be so bogged down we would not have time for the ones that we are able to make.

For IT recruiters, being able to communicate through all the different channels that are available now is a necessity. It’s where these candidates are in their down time, not all, but a large percentage are. Many people, not just the technically savvy are now living in two worlds. Their offline world and their online world with friends and relationships ever bit as important to them in one world as in the other.

Social Bookmarking is the technology to use if you’re going to be trying to utilize the social networks. Many of these people, especially your creative types are on Youtube. I use both Social book marking and a little known technique I picked up to exploit Youtube’s system to reach those I need to reach out to. Luckily for me, most recruiters seem resistant to using these channels, so I am free to cherry pick to my heart’s content at the moment. If anyone is interested in learning more about these techniques, I’ll share them, but not online. Send a message to my profile, and I’ll respond. Right now I have very little competition, and I’d like to keep that way as long as I can. I’ve always been an early adopter, but eventually everyone else catches on… shucks lol

]]> By: George Martin http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/comment-page-1/#comment-4847 George Martin Fri, 14 Sep 2007 04:15:00 +0000 http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/#comment-4847 I agree wholeheartedly with Mark here. We have become so dependent upon emails that we could all probably throw away our cell phones, unless of course, they're Blackberries. I can't remember the last time one of my Hiring Managers actually returned a telephone call without me having to place it 3 times. I was listening to an executive speak not long ago and she threw out a phrase that made me sit up and think, she said 'There are no emails in heaven'. It's a simple phrase but I think we forget too often that we are in the people business, why would we work so hard to avoid interacting with them? As someone who started recruitng when the fax machine was the 'big technology', I have loved the advances and for the most part have embraced them, email, internet, blackberries, ATS, on and on. In reality, the technology has improved the overall quantity of hires for everyone. The problem I'm seeing in my industry (IT/ERP Consulting)is the employee retention rates are dropping at an alarming rate. I believe that if you look at the companies that are suffering through low retention rates, you might find technology playing a large part in how they recruit and manage their employees. Many of those organizations have lost touch with their people. No email, blackberry, internet or ATS is going to help much when you've got an employee who says, 'I'm tired of being a number here, I'm going somewhere that I will be appreciated'. Let's keep the technology coming but remember that people are the lifeblood of what we do. I agree wholeheartedly with Mark here. We have become so dependent upon emails that we could all probably throw away our cell phones, unless of course, they’re Blackberries. I can’t remember the last time one of my Hiring Managers actually returned a telephone call without me having to place it 3 times. I was listening to an executive speak not long ago and she threw out a phrase that made me sit up and think, she said ‘There are no emails in heaven’. It’s a simple phrase but I think we forget too often that we are in the people business, why would we work so hard to avoid interacting with them?

As someone who started recruitng when the fax machine was the ‘big technology’, I have loved the advances and for the most part have embraced them, email, internet, blackberries, ATS, on and on. In reality, the technology has improved the overall quantity of hires for everyone. The problem I’m seeing in my industry (IT/ERP Consulting)is the employee retention rates are dropping at an alarming rate. I believe that if you look at the companies that are suffering through low retention rates, you might find technology playing a large part in how they recruit and manage their employees. Many of those organizations have lost touch with their people. No email, blackberry, internet or ATS is going to help much when you’ve got an employee who says, ‘I’m tired of being a number here, I’m going somewhere that I will be appreciated’.

Let’s keep the technology coming but remember that people are the lifeblood of what we do.

]]> By: Kristin Hughes http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/comment-page-1/#comment-4846 Kristin Hughes Thu, 13 Sep 2007 04:25:00 +0000 http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/#comment-4846 I agree with the facts presented in the article, and feel it poses some interesting ideas. I have definately been using social networks, chat rooms/IMs, etc. in my recruiting efforts and they are proving to be successful (especially given that I am a technology recruiter :)--- I was interested in any suggestions on how to best use 'blogs' in this process. Our corp. office is in charge of our website design, so how can I go about this on a smaller scale-- set up on my own page, like myspace!? and what would be the context? any thoughts on how you have used this would be great! Kristin I agree with the facts presented in the article, and feel it poses some interesting ideas. I have definately been using social networks, chat rooms/IMs, etc. in my recruiting efforts and they are proving to be successful (especially given that I am a technology recruiter :)— I was interested in any suggestions on how to best use ‘blogs’ in this process. Our corp. office is in charge of our website design, so how can I go about this on a smaller scale– set up on my own page, like myspace!? and what would be the context? any thoughts on how you have used this would be great!
Kristin

]]> By: Mark Tokay http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/comment-page-1/#comment-4845 Mark Tokay Thu, 13 Sep 2007 03:53:00 +0000 http://www.ere.net/2007/09/13/technology-and-relationships-from-face-to-face-to-cyberspace/#comment-4845 Kevin - I don't think individuals (candidates/applicants) are ready to be treated as a 'number' or disposable commodity. People are human and need real interaction, especially if they are going to 'buy in' on a posted position or join in some type of online communication. What I am hearing from corporate, contingency and contract recruiters is that there is a huge drop off in candidate response - much of it due to technology. Companies have lost that 'human touch' and the HR industry is reeling from overhyped ATS and web-enabled technologies, i.e., social networking, IM, podcasts, voicemail, cell phones, text messaging... the list goes on and on. Does anyone pick up the phone anymore? It's just too easy to ignore caller IDs, voicemails from home, cell and office phones, too easy to delete or ignore emails and Blackberry messages... I'm talking about information overload and clutter in the corporate space! Kevin -
I don’t think individuals (candidates/applicants) are ready to be treated as a ‘number’ or disposable commodity. People are human and need real interaction, especially if they are going to ‘buy in’ on a posted position or join in some type of online communication. What I am hearing from corporate, contingency and contract recruiters is that there is a huge drop off in candidate response – much of it due to technology. Companies have lost that ‘human touch’ and the HR industry is reeling from overhyped ATS and web-enabled technologies, i.e., social networking, IM, podcasts, voicemail, cell phones, text messaging… the list goes on and on. Does anyone pick up the phone anymore? It’s just too easy to ignore caller IDs, voicemails from home, cell and office phones, too easy to delete or ignore emails and Blackberry messages… I’m talking about information overload and clutter in the corporate space!

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