I hope they have a plan in place to encourage their employees to share the fan page on their profiles.

Related:

Facebook Recruiting App: The Absolute Hands Down Best Way To Do It

Preview the layouts:

Hints:

• ‘Win Clicks and Influence Candidates
• Google
• Recruitment Video
• Yahoo
• NYU

Useful? Probably to some but no where near as useful or cool Google Wave is going to be.

The videos are a little too long to feel comfortable watching them at work, about 5min. But that goes to show that film makers are still in control of the content and not a media company. A major law firm, legal recruiting firm or recruitment ad agency needs to jump on this.

Hat tip, Jose Santana.

It was very well done. I strongly agree with its stated case, ‘With Web 2.0 functionality and best practices implemented on the career website, an organization may achieve a competitive edge in recruiting the most qualified candidate quickly, and gain financial benefits from direct cost reductions as well as opportunity cost savings and value creation due to faster recruiting process that captures higher quality candidates.’

However, it lack substance when it comes to discussing such best practices, and web 2.0 functionality and integrations. The meat of it seems more to be a rather disingenuous pitch to position ’smart’  and presumably new Taleo functionality as ‘2.0,’ and benefit from the buzz around the topic.

Onto my live blogging of the read…

At start, given the use of the term, ‘Career Site 2.0′ I’m expecting this to strongly focus on the use of social media on corporate career sites and the integration of popular social networks into such sites.

Stated focuses of the report are: next gen corporate career sites, candidate experience, opportunities to implement web 2.0 features, understanding and measuring the value of implementing a rich candidate experience.

It’s hard to communicate that, it will be valuable to me if they do it well.

I agree that a next generation candidate experience will attract and engage higher qualified candidates and that winning in the ‘war for
talent,’ starts here.

This white paper is going to be good.

Great job making the case for a need for a competitive advantage in recruiting.

They show the huge rate of growth in global 500 companies with
corporate career sites between 1998-2003 and how that correlates to growth in Internet usage during roughly the same period. (I’m purposely not
including the data. If you want it you can provide your lead
info to Taleo and download the report yourself.)

I’m expecting the next data to show the adoption of social media by Internet users, what it has meant to engagement on other sites and how limited adoption of social media has lead to success already.

I’m expecting to see how the slow rate of adoption is holding hr/recruit back form major gains already seen by other sites more aggressive in their adoption of social media.

Nope. I’m disappointed to see that they followed up with a claim that hourly jobs are being filled online too…not just
professional. Thanks for that (sarcasm)…I’m assuming large retailers are
a significant target of Taleo and this white paper, retailers like Whole Foods which is using iCIMS.

Now on the the war for talent…Taleo does a decent job covering it
as it relates to global competition.

It could have referenced some of the
good domestic demographic data that John Sumser mentions in his presentation on multi-generational hiring and the talent shortage. That would have provided a good transition from millennials to the changing
expectations in web user experience to the report’s next topic, candidate
experience.

Of course, you would only do this if you (1) have seen john’s presentation and (2) offer
features related to that experience. In the case of Taleo…it seems
they do not.

Next up, candidate experience…glad to see corporate transparency is
first thing mentioned…too many hr execs still in the dark on the extent to which their orgs are transparent. Most are not aware that sub-sector of recruiting is being developed around because of this transparency. (SourceCon, Shally, Jim Stroud)

On to gaining competitive advantage…

Paper admits that web 2.0 includes concepts such as social networking and
that candidate experiences on corporate sites should echo those
familiar experiences on site like google, amazon and ebay…agreed…also
highlights the fact that social networking and community are key
elements of web 2.0.

Highlighting
some pretty standard features advanced and presumably ‘web 2.0,’
features such as rollovers, help, icons, progress bars and stream lined
data entry. They’re dif pitching right now.

I’m starting to feel like the report might be disingenuous because I don’t feel like these are web 2.0 features and
given their own definition of web 2.0, neither do they.

I kinda feel like
they’re using a hot keyword to position some pretty standard product
features. My guess is they recently rolled out similiar functionality.

The platform sounds ’smart’ but they seem to be trying to position it as ‘web 2.0′ which to me says social, not just smart.

Now on to quantifying the advantage…undoubtedly the most difficult part. At least it would have been to me if I were the one righting it.

Wow they did a great job of making the case for the value in
converting more visitors to applies and partial applies to full applies
by tying it all to a lower cost per applicant.

Any change in that metric would naturally influence all other metrics related to cost per hire. But they
neglected to make the case that the added applicants would be more qualified.

And that’s what matters…because if the added applies aren’t
of higher quality then this is just numbers magic…It’s not really changing
anything.

Hmm…another good example of using metrics. In this case turnover
costs…whomever wrote this section is either a smart person or someone with significant hr/recruiting executive management experience. Maybe both.

Now on to implementing the next generation candidate
experience..leads me to questions…is it fair to call something a next
generation web experience today if it is void of social media and
community?

…that’s it. Im done. If you care to download the whitepaper you can do so here. I recommend it.

Compromising Electromagnetic Emanations of Keyboards Experiment 1/2 from Martin Vuagnoux on Vimeo.

Som

Next year we’re gonna do a 30th birthday prom in Manhattan or Hoboken like Indeed’s Nolan Farris did a few years ago.

Here are the pics.

more

They left $100k cash unsupervised in a park and recroded the reactions of people passing by. Check out the video they created. It’s way cooler than hanging upsidedown and it completely associates TheLadders brand with the $100k+ lure.

Now, if they would only hire the same people who did the video to redesign their site. (They really gotta get rid of that stock photography.)

For what its worth, what I’ve heard of TheLadders recently is that they
are kicking butt. Clients love the service and the company has a very
high valuation. That means they are worth a lotta money.

Hat tip to MTV’s Nick Livingston for finding the video and sharing it on twitter.

It looks like its
another social network for college student trying to connect w
employers and vice versa (see Kickstart). I think Facebook and LinkedIn have this covered.

Path101 is a more interesting
startup focused on college students. Rather than just connecting
students with organizations, it helps college kids figure out what
career path is best for them. This sort of personalized intelligence is highly valuable, not more friends on social networks.