Jobs2Web recently held a “Web 2.0 Talent Acquisition Summit” in Cranford, N.J., during which HR professionals networked with their peers and experts while learning new ways of optimizing interactive recruiting. It was a terrific event and I want to thank our presenters and customers who contributed their time.
Experts who spoke at the summit included Lou Adler, founder, The Adler Group, who discussed developing sourcing strategies for 2010 and beyond; Frank Pacheco, talent architect leader, Schering-Plough, who presented his pragmatic approach to fundamental, effective tools and resources for recruiters; Marvin Smith, talent community evangelist, Microsoft, who discussed Microsoft’s successful approach to building talent pipelines and communities and Bert Zevzavadjian, corporate solutions, LinkedIn, who discussed how to leveraged LinkedIn’s technology and data assets to find and hire better candidates, faster and more cost-effectively.
Our Talent Acquisition Summit was another great example of how Jobs2Web is committed to helping customers effectively use new technologies to recruit top talent. Our interactive solutions that automate recruitment marketing improve recruiter efficiency and lower operating costs. That’s why Jobs2Web’s clients are able to better attract, capture and interact with candidates and measure candidate activity.
Watch this blog for more information about our next Talent Acquisition Summit – we hope to see you there!
Planning to be at OnRec.com Expo? Join Me and Learn about the Death of the Job Boards and Where You’ll Find Job Candidates in 2010 and Beyond
I’ll be presenting “What If Job Boards Died? Where Would You Get Candidates?” on Tuesday, November 3, 2009 from 4:10 to 4:50 p.m. at the Donald E. Stephens Convention Center during the OnRec.com Expo 2009 and Kennedy Information’s 2009 Recruiting Conference and Expo.
During this session, we will discuss how employers are shifting their focus away from the job boards and using new interactive marketing tools to drive talent directly to their career sites, build their own talent communities and reduce their cost per hire.
Attendees to this session will learn the top five problems with most career sites, why their jobs are hidden from major search engines, five new technologies every career site should have and how to optimize a career site with minimal IT support. I will also present the three secrets the job boards don’t want anyone to know and how to leverage search engines, job aggregators, social networks and other Web 2.0 technologies.
Jobs2Web will exhibit in booth No. 112. Hope to see you there!
Company’s Recruiting Dashboard Judged Innovative,
User-Friendly, and Valuable to HR
Jobs2Web, a Web 2.0 interactive recruiting solutions provider, today announced that its Recruiting Dashboard™ has been awarded one of Human Resource Executive® magazine’s 2009 Top HR Product of the Year Awards. The award will be presented to Jobs2Web at the 2009 Top HR Products Awards Luncheon during the 12th Annual HR Technology® Conference in Chicago, Ill., September 30, 2009.
Traditionally, most companies start the talent acquisition process by opening a job requisition. Corporate recruiters and HR professionals work diligently with hiring managers to define job requisitions and post these openings to job boards as well as the company’s own online career site.
With rising unemployment numbers, more job seekers are heading online to search for employment, but unfortunately candidates are hitting a dead end because of the drastic reduction in open jobs (requisitions) that are available on corporate Web sites, and without any alternative method besides applying for a particular job, both candidates and hiring companies are losing out on an opportunity during this recession. In fact, according to the most recent National Online Recruitment Audience Survey (NORAS) the number of online job seekers has risen 50% over the last 12 months. However, as the economy continues to falter, hiring at many organizations is increasingly selective and anticipatory, forcing a ground-breaking paradigm shift in building the candidate pipeline. Read more…