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Back in the desktop software era, magazines ran software reviews in which the side-by-side comparisons of features took up an entire page. Buyers used these reviews to shortlist vendors, trying to anticipate which features they’d need over the next five years. Typically, the software with the most features won. Feature-itis ruled.

No more. With software as a service, the focus has become whether the tool is good enough on day one and how well it will adapt over time.

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Are you a job seeker trying to connect with Recruiters? Are you a Recruiter looking for talent? (Even in these days…) Well, I am giving something away that I hope will join Recruiters and JobSeekers together, its called the Twittering Recruiters Directory. In a nutshell, I have gathered a list of 256 Recruiters on Twitter and ranked them according to the number of followers they have. And in doing so, let me say this…

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Can you hear that sound? It is the groaning reverberation of a deep and protracted recession. It is the sound of layoffs and loss. Of homes foreclosed, 401(k)s decimated, and of violent shifts in the professional and financial worlds. It is the sound of unsinkable companies … disappearing. It is deep and it is wide and it is ugly, and it has either already affected you or it will. No matter; Les Brown said it best. “It does not matter what happens to you. All that matters is; what are you going to do about it?”

So let me ask? What are you going to do about it?

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We ran a webinar today with Elaine Orler and Jason Corsello of Knowledge Infusion about what changes we should expect from recruiting technology in the next year.

I learned a lot on the call, but one of the polls that we took really made me stop and think.

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The changing dynamics of risk management, outsourcing and the opportunity for cloud computing were all subjects hotly debated by senior security professionals participating in the London meeting of the CSO Interchange, a high level forum geared to discussing hot topics of the day which took place last Thursday. The overall theme for the day was “Getting smart: managing business better in the new economics” and certainly economic pressures were a consistent undercurrent throughout the day’s discussion groups. The current economic downturn was seen as the greatest risk to organisations today and over 41% listed this as a more significant security risk than threats to data security from disgruntled employees or cyber crime attacks. Against this backdrop SaaS and Cloud Computing were seen as opportunities that would grow significantly over the next five years.
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Still focusing on candidate experience, I began thinking today about communication style and its role in developing relationships with candidates. My train of thought was de-railed by visions of the application of this question in my newer pursuits of social networking for recruiting. Social media has added a whole new layer to communication with potential recruits in our industry. But this doesn’t mean that the skills we’ve all honed to deal with people via all of our other modes of communication aren’t still viable and in fact, more necessary than ever.
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Groucho Marx once said, “I wouldn’t want to belong to any club that would have someone like me as a member.” Some recruiters feel similarly about candidates. They don’t want anyone who shows the least interest in joining an organization like theirs. They reject these applicants out of hand while searching out the true gems. These recruiters bypass “active candidates” while concentrating on those ever sought after, much-prized “passive candidates.” The question I have to ask is, what’s so great about passive candidates?

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MCLEAN, Va., Oct. 28 /PRNewswire/ — The immediate reaction of companies, in a slumping U.S. economy, is to pull back on hiring activity, declare hiring freezes and even make layoff announcements. But these are only short-lived strategies as employers soon realize that they are deficient on talent in a competitive job market, according to Jobfox CEO Rob McGovern, author of The Recession: A Silver Lining for Corporate Recruiters, a new Jobfox white paper.

“After a period of reactionary cutting and freezing, hiring activity will return to a level of normalcy that closely replicates the hiring levels experienced during the first half of 2008,” said McGovern. “Hiring is largely a function of ‘job churn’ and we see no evidence that churn will do anything but accelerate in the coming quarters.”

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