Comments on: What’s Hot for 2008? http://www.ere.net/2008/02/21/whats-hot-for-2008/ Recruiting intelligence. Recruiting community. Sat, 07 Nov 2009 21:13:33 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Ben Hawkes http://www.ere.net/2008/02/21/whats-hot-for-2008/comment-page-1/#comment-4961 Ben Hawkes Sun, 02 Mar 2008 11:55:00 +0000 http://www.ere.net/2008/02/21/whats-hot-for-2008/#comment-4961 Kevin, that's a great summary of some of the current trends. I think you're very right that the jury's out on attracting and recruiting through virtual worlds such as Second Life. They do not yet - nor perhaps ever will - attract the user numbers or the broad demographic of the popular social networking sites. Any company currently investing time and resources into a virtual world presence with the hope of attracting and engaging large numbers of candidates must be (a) hopelessly optimistic or (b) clever enough to realise the PR that such an investment will bring with it. Simulations are my particular interest, and you've already mentioned the suitability of simulations to assess skills. Creating a simulation of work (e.g. of a sales interaction or a management situation) is straightforward enough: PC-based training simulations have been around for years. The particular challenge of using simulations in assessment/selection/screening is making sure that the simulation is both valid and non-discriminatory. Some work has been done in this area. For example - video-based situational judgment tests appear to less adversely impact minority groups, compared to written versions. Other types of simulations may bring even greater benefits. Kevin, that’s a great summary of some of the current trends.

I think you’re very right that the jury’s out on attracting and recruiting through virtual worlds such as Second Life. They do not yet – nor perhaps ever will – attract the user numbers or the broad demographic of the popular social networking sites. Any company currently investing time and resources into a virtual world presence with the hope of attracting and engaging large numbers of candidates must be (a) hopelessly optimistic or (b) clever enough to realise the PR that such an investment will bring with it.

Simulations are my particular interest, and you’ve already mentioned the suitability of simulations to assess skills. Creating a simulation of work (e.g. of a sales interaction or a management situation) is straightforward enough: PC-based training simulations have been around for years. The particular challenge of using simulations in assessment/selection/screening is making sure that the simulation is both valid and non-discriminatory. Some work has been done in this area. For example – video-based situational judgment tests appear to less adversely impact minority groups, compared to written versions. Other types of simulations may bring even greater benefits.

]]> By: Ben Hawkes http://www.ere.net/2008/02/21/whats-hot-for-2008/comment-page-1/#comment-4962 Ben Hawkes Sun, 02 Mar 2008 11:55:00 +0000 http://www.ere.net/2008/02/21/whats-hot-for-2008/#comment-4962 Kevin, that's a great summary of some of the current trends. I think you're very right that the jury's out on attracting and recruiting through virtual worlds such as Second Life. They do not yet - nor perhaps ever will - attract the user numbers or the broad demographic of the popular social networking sites. Any company currently investing time and resources into a virtual world presence with the hope of attracting and engaging large numbers of candidates must be (a) hopelessly optimistic or (b) clever enough to realise the PR that such an investment will bring with it. Simulations are my particular interest, and you've already mentioned the suitability of simulations to assess skills. Creating a simulation of work (e.g. of a sales interaction or a management situation) is straightforward enough: PC-based training simulations have been around for years. The particular challenge of using simulations in assessment/selection/screening is making sure that the simulation is both valid and non-discriminatory. Some work has been done in this area. For example - video-based situational judgment tests appear to less adversely impact minority groups, compared to written versions. Other types of simulations may bring even greater benefits. Kevin, that’s a great summary of some of the current trends.

I think you’re very right that the jury’s out on attracting and recruiting through virtual worlds such as Second Life. They do not yet – nor perhaps ever will – attract the user numbers or the broad demographic of the popular social networking sites. Any company currently investing time and resources into a virtual world presence with the hope of attracting and engaging large numbers of candidates must be (a) hopelessly optimistic or (b) clever enough to realise the PR that such an investment will bring with it.

Simulations are my particular interest, and you’ve already mentioned the suitability of simulations to assess skills. Creating a simulation of work (e.g. of a sales interaction or a management situation) is straightforward enough: PC-based training simulations have been around for years. The particular challenge of using simulations in assessment/selection/screening is making sure that the simulation is both valid and non-discriminatory. Some work has been done in this area. For example – video-based situational judgment tests appear to less adversely impact minority groups, compared to written versions. Other types of simulations may bring even greater benefits.

]]> By: Kalle Petersen http://www.ere.net/2008/02/21/whats-hot-for-2008/comment-page-1/#comment-4960 Kalle Petersen Fri, 22 Feb 2008 09:14:00 +0000 http://www.ere.net/2008/02/21/whats-hot-for-2008/#comment-4960 Thank you Kevin for this great article! The trend for sourcing and recruiting definetly shifts towrads the internet as the tools become more attractive. To complete the list I would like to add some more 'trendy' sites to the collection. (I know some of them have already been discussed here). Web 2.0 Interactive Websites www.jobster.com (Community Recruiting + Job Aggregator) www.doostang.com (Invite only Community Recruiting) www.entrypark.com (Community Recruiting) Candidate/Position Matching Tools www.notchup.com (candidate sets a price to be interviewed) Maybe we can find some more so we have a complete list for everybody of new and 'hot' recruiting websites. All the best from Barcelona Kalle Thank you Kevin for this great article!
The trend for sourcing and recruiting definetly shifts towrads the internet as the tools become more attractive.
To complete the list I would like to add some more ‘trendy’ sites to the collection. (I know some of them have already been discussed here).

Web 2.0 Interactive Websites
http://www.jobster.com (Community Recruiting + Job Aggregator)
http://www.doostang.com (Invite only Community Recruiting)
http://www.entrypark.com (Community Recruiting)

Candidate/Position Matching Tools
http://www.notchup.com (candidate sets a price to be interviewed)

Maybe we can find some more so we have a complete list for everybody of new and ‘hot’ recruiting websites.

All the best from Barcelona

Kalle

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