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Recruiting 2.0: Hope you own a webcam
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Everything is done electronically these days – even recruiting. Every day, positions are advertised on online job boards, social networking sites like LinkedIn and Twitter, and on company Web sites. But, “recruiting 2.0” doesn’t stop there. Candidates are being vetted for positions from afar, using technologies that save time and a little bit of money.
“As a recruiter, I see these new techniques as a progression and wise use of new technology. There are some cost savings involved, but more particular, there are significant time savings. Flying a candidate in once, twice, multiple times to do multiple interviews slows the process down considerably. Using webcam or video technology is a huge efficiency tool,” said William M. Gaffney, a recruiter and career coach with Amaxa Group.
1. Web cameras. I remember when webcams were extremely expensive. Now, you can get a pretty good one for around $30, such as the Logitech Quickcam. If you want to set yourself apart in this market, particularly if you are looking to relocate, offering a video interview and its benefits to the hiring manager might be just the ticket. Point them to sites like HireVue that make the interview extremely easy to conduct and share with colleagues.
2. Online meeting space. Don’t have an online portfolio to showcase your previous work? No problem. Organizations are using services like WebEx so you can share your desktop with a hiring manager while speaking with him or her on the phone or via videoconferencing.
“I have used WebEx for interviewing candidates after finding them on Linkedin. This was a great way to spend time and money in the first round of vetting a candidate. We talked to four different candidates using this method and found that our response to the candidate online closely matched our expectations from the phone interview,” said Kathy Taylor, principal of TalentPlanet and author of “How to Succeed in Business Using LinkedIn.”
3. Virtual career fairs. These events, which I’ve discussed in previous articles, have many benefits to both the candidate and employer.
“Virtual job fairs conducted online allow the recruiting company to attract far more candidates than its physical counterparts,” said Brent Arslaner, vice president of marketing for Unisfair. “People who can’t make it to the local job fair because of distance, another appointment or because they currently have a job can easily log on to a virtual job fair.”
“For the hiring company, the benefits include attracting a wider reach of candidates, substantially reduced costs, incredibly rich data on each candidate since everything is tracked online and the HR staff stays healthy. Inevitably, the HR staff becomes sick after shaking several hundred hands at a physical job fair,” he continued.
4. Video and audio job ads. Think YouTube is only for videos of you and your roommates lip-syncing your favorite songs? Think again.
“Companies are publishing YouTube videos of what it’s like to work in their stores or internship programs,” said Doug Berg, chief innovation officer at Jobs2Web.
Additionally, sites like JobsInPods.com – “the Internet’s first ever audio recruitment platform –feature interviews with hiring managers and employees about “what it’s like to work there, the kinds of people they hire, the benefits they offer and what their ideal candidate is like.”
5. Connect with recruiters instantly. “Companies are offering ‘chat with our recruiters’ online, and the ability to join the company talent community to hear about future jobs,” said Berg. An example of this is Microsoft Entertainment & Devices.
Join me and J.T. O'Donnell, a caeer coach, workplace consultant and founder of Careerealism, for a free, live, online chat about crafting winning cover letter and résumés for internship and entry-level job candidates. The chat will begin at 4 p.m. EST / 1 p.m. PST on Sunday, February 8, 2009. Click here to register.
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