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| Websites such as LinkedIn and TooStep are reaching out to passive job seekers, who are comfortable in their present position and do not visit job portals. The use of social networking websites for hiring is here to stay, and is picking up very fast. Sudheesh Venkatesh |
While job portals succeeded in reaching out to active job seekers, companies were still finding it difficult to attract those who are comfortable in their present roles, and do not care to put up their resumes on jobsites. “Web 2.0 hiring is all about using the power of the social web to reach out to the right candidates, interact with them and hire them,” says Manav Gupta, Co-founder, TooStep. The firm is leveraging the social networking capabilities of the Web to place candidates for 16 companies who are its clients.
The growth of social networking sites has been swift. For instance, LinkedIn had more than 19 million registered users as of February 2008, across 150 industries. “These sites, especially the business-oriented social networking sites, provide instant credibility to a professional’s profile, with the referrals and recommendations of the person, thus aiding recruiters in captivating their mindshare. Thus, today many job seekers and recruiters in India are making use of such sites to identify the right and potential candidates, including international talent, at minimal cost,” says Shankar.
"For recruiters", Shankar says, "social networking sites come to the rescue when one is looking out for candidates having niche skills or for roles based in alien geographies." He cites an example, “For instance, if an IT services firm wants to hire a regional head for its media and entertainment business based in Boston, it won’t find much value in uploading this position on job sites, and that’s where networking sites come into play when one is looking for candidates for roles based in far-off places.” Social networking sites can be used by recruitment agencies, as people who are not very active job seekers can be contacted and offered job proposals.
| Some interesting job postings from startups on LinkedIn |
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| We are witnessing an unprecedented increase in lateral hiring in the private sector from the public sector, the armed forces, as well as experienced people looking for second careers Sampath Shetty |
The best part about Web 2.0 hiring is that it gives job seekers the chance to scan firms and vice versa. Most companies highlight on their websites the kind of work environment and benefits they provide. For startups, social networking websites now provide fertile ground for hiring and more and more entrepreneurs are logging on to it.
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written by power press, October 16, 2010
written by surabhi, June 04, 2010
written by Munish K Gupta, April 19, 2010
Reaching out to social forums like linkedin or facebook allows companies to reach the talent, but the next question how do the enterprise verify what the candidate is mentioning on his profile is correct or not. How does an enterprise create a pull so that the right candidate themselves are attracted to your brand.
Read out an innovative approach to attract niche talent - http://blog.ideaken.com/2010/0...niche.html
written by Renuka, March 30, 2009
written by Ajay Tiwari, March 22, 2009
I am happy to see most of the hiring strategies, mentioned at one place, are mostly in practice. Most of the giants are using them - But the benefit is different. WHAT you do is important but HOW you do is more important.
I have always believed in "Unity in Diversity". When the problems are common - Make your goal common. Team work can do wonders.We can utilize the redeployment pool available with each other after checking our requirement and fitment criteria.
People are unemployed not only b'coz there are no vacancies but there is no information. We can give more brainstorming to the broad subject by thinking towards Mission Employment.
I am ready to contribute more on the same and some really innovative practices that I have planned to use in my next assignment as a hiring lead. Am open to your questions on This e-mail address is being protected from spambots. You need JavaScript enabled to view it .
Thanks
written by Shivaji Mukthavaram, March 20, 2009
2. Cost-to-hire: It is pretty cheap to conduct a Virtual Job Fair / Virtual Seminar to attract professionals / Conduct online interviews / Online campus recruitment to hire from different locations at the same time to build cross cultural teams.
On the similar lines, i have started a new venture www.jobafair.com and appreciate your feedback.
written by Maria, March 16, 2009
written by Ralston Coelho, November 21, 2008
This article is good. But I think the strategies could have been more innovative.
It's always great to see articles with quotes from senior HR personnel. It helps you aware of what's happening in different companies.
But I feel that the strategies mentioned about are old, which everyone is using. It's strange that no one has used the Mobile platform for recruitments yet. Sizeable portion of the target recruits would have access to a mobile phone.
NDTV jobs had come up with a scheme where a person could refer his/ her friend and if he/she gets selected, they stand to benefit. Though the model bombed, I feel the future in technologies and platforms like these!!!
Cheers
Ralston
www.ralstonraz.blogspot.com
written by Aarthi, November 12, 2008
written by Manjula, August 26, 2008
written by S A Uday Kailash, August 23, 2008
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