Mobile Recruiting, Being Quaint, and The Big Disconnect

Mar 3, 2010
This article is part of a series called News & Trends.

ere-community-logoDid you know that ERE has a group on LinkedIn? Check it out!

Here’s what’s going on in the ERE community this week:

  1. The only danger in mobile recruiting?
  2. Is your recruiting quaint?
  3. Talent acquisition metrics
  4. The big disconnect
  5. Whose responsibility is it to check references?
  6. Featured group of the week: Recruiting leadership forum

1. The danger of mobile recruiting? Not doing it.

Kristine Rhodes writes “Recently, I asked my client partners why they declined using mobile marketing as part of their recruiting strategy in 2009. I heard everything from “It’s just hype,” to “It’s intrusive,” to my personal favorite “It’s dangerous.” So I thought I’d share some quick facts to dispel the myths, and provide a few ways to ease into a mobile strategy.

Are you trying to get mobile recruiting initiatives completed this year? Take a look at Kristine’s post and add your own comments.

2. Is your recruiting quaint?

Kristen Fife argues that having a tool that only works in one type of browser sends the wrong message. She states: “It’s 2010, guys. I live in Microsoft’s backyard and a good number of the people *I* know use Firefox at home and work. Not to mention Chrome. And Safari (hellooooooooo, remember the new iPad that was unveiled a few weeks ago?) as well as a host of smaller browsers such as Flock, Opera, etc.

Is making an application cross-browser compatible not realistic or is it necessary in a multiple browser world?

3. Talent acquisition metrics

Ritvik Bhawan outlays the different types of metrics a person should use if they are looking to track their progress. He breaks them down into three categories:

  • Workforce planning and acquisition strategy
  • Applicant sourcing and candidate management
  • Applicant tracking and final joining

Take a look and see if any of your favorite metrics are left out.

4. The big disconnect: how recruiters earn their fee

Barbara Goldman tells a story about how she worked behind the scenes as a third-party recruiter to secure a candidate in a way that the client didn’t see. She writes, “After my candidate started, and I called to collect my fee, the president of the company asked me how I had persuaded him to even interview. You see, unknown to me, he was a target candidate for the company. They knew him. Three recruiters had tried to drag him in. He said no. Now, they finally got their man.

What are your thoughts? Is a third-party recruiter’s value disguised?

5. Whose responsibility is it to check candidate references?

A member of the independent recruiters group on ERE asks: “I am preparing to enter the field as a contingent fee recruiter specializing in health care, and I have a couple of burning questions. [Whose] responsibility is it to verify a candidate’s references? Would not the employer always want to do this for themselves even if you do it? My other question is how should this issue be  handled (worded) in my contract?

Got some feedback for him? Leave a comment for him in the group.

6. Featured group: Recruiting leadership forum

The recruiting leadership forum was created by John DePolo and the objective of the group is to “share best practices in recruiting leadership with members, and brainstorming new ideas that will help companies improve their processes.” A couple recent posts include how people are approaching the hiring of former prisoners and non-employee referral programs. Are you a leader in recruiting? Check this group out.

To see what else you’ve been missing, check out the ERE community.

This article is part of a series called News & Trends.
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