The way we recruit and search for jobs is changing rapidly and the Internet is the biggest catalyst for the shift in how the UK job market operates.
Understanding exactly how we use the Internet will help you create the most effective campaign for your client. At the forefront of this evolution of online is web 2.0; communities, blogging and social interaction.
To help you devise the most cutting edge digital campaign for your client we’ve developed this five-step guide on how to recruit using Web 2.0.
1. What is Web 2.0?
Web 2.0 refers to the second generation of web services that lets people share information and communicate with friends and peers in ‘real time’. Think Myspace, Facebook and YouTube.
Web 2.0 recruitment, could be used to describe new thinking, new channels and new approaches to candidate attraction.
2. How could web 2.0 recruitment benefit my clients?
In short it can offer your client faster time to hire, increase brand reputation, lower cost per hire and offer more engagement with their potential candidates.
- With the rise of employer benchmarking like the Sunday Times ‘100 Best companies to work for, is just one of the reasons why it’s important to develop a positive employer brand and attract the best candidates
You can do this by capitalizing on third party editorial coverage or thought-leadership and advice through websites (How to get ahead in Financial Services Marketing)
This is a great way of PR’ing the benefits and working for your client and helps manage reputations amongst new and diverse talent markets.
- Social networking sites like Twitter, Ryze and LinkedIn are some of the most popular used by professionals in all industries and sectors all over the world. They offer a bank of qualified professionals to engage with, free of charge.
- Does your client want to put themselves infront of a young dynamic audience? Web 2.0 is the environment to engage with young, dynamic 20-30 somethings.
3. What kind of web 2.0 activity is there?
You are free to register with Linkedin, Twitter and Ryze now and start head hunting or posting low cost jobs, but the 2.0 landscape is much broader incorporating blogging, vod/pocasts, wikis and feeds. This offers your client the opportunity to identify and engage with relevant talent communities.
Here are a few examples:
Recruiting Video for Google
Site for job pod casts
Design a Facebook application
4. How can I incorporate Web 2.0 into my campaign?
Using Web 2.0 to recruit would work well as part of a wider recruitment campaign where pointers from flat media and links from online job ads can direct users to your personal YouTube page or microsite podcast.
Alternatively if you can pinpoint a niche blog site that’s targeted at your client’s audience then you could exploit the PR opportunities as the basis for a low cost campaign.
5. What now?
Know your client, know your market. The recruitment market is becoming ever more competitive and the new advances in digital technology are allowing companies to interact with potential candidates in new and exciting ways.
Don’t let your client be left behind, know their market and learn as much as you can about new methods of ‘customer’ engagement to help them recruit the best candidates.
It’s only companies thinking outside of the box that are going to employ the next generation of professionals.
To keep up to date, check out http://www.bornpodcast.com/index.php
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