Posting jobs is so mid to late 2000's
Wednesday, January 19, 2011 at 11:59AM We thought it time to give you some background on the concept behind thesocialCV.com and why
we expect this product to become the largest candidate database for recruiters in the world. (We
can say that as we are only hours old and already house 33+ million candidate profiles)
Recent * tough times have taught recruiters many things about their job board spend. Some key topline:
1. Tracking cost per hire is a must, however it's done. (Yes we knew that but now they do too)
2. Many job boards don't give the ROI they used to or are perceived to
3. Take control: search/influence more and advertise less
With a jobs light recovery now expected and unemployment reaching a possible 2.7m, current recruiter trends (see James Caan video, forward to 1.48mins, you can't argue with a Dragon) are here to stay. Indeed the lessons learned over the last few years by recruiters will only be adopted more readily and with greater vigor. Cost efficiency remains the universal driver behind recruiter spend, ensuring social influence expands as a mandatory objective for many significant Employers and Agencies. When the 'war for talent' (sorry) kicks in, these principles will be deeply ingrained and a core element of recruiter workflow.
CV databases are seen as a necessary evil by many, due to the sell-by date of data provision. However, we know that when they work, they prove the most timely and cost effective solution for reactive recruiters. Social profiling allows for a real time candidate search, fast forwarding this 'French fry' service into pole position. Candidates are beginning to understand the part their online profile can play in the job search.
We have been using our bespoke semantic search/web technology for a number of years helping us to establish footholds in otherwise impenetrable markets through job aggregation. thesocialCV takes this technology and points it at the candidates.
In many sectors, we believe first interviews are a thing of the past. (comments please) Pre-interview, any serious recruiter will have a full work history of a candidate and know if they have been recommended by clients and colleagues. They know exactly what the potential recruit looks like and the kind of personality traits they portray. What kind of social sphere they operate, how they present themselves within their corporate arena, the places they frequent, the blogs that they comment on and the kind of groups they find of interest. In fact, in many cases, viewing a candidates online equity can do a far better job of assessing cultural fit than any first interview. Somebody just needed to make this process simple and fast for recruiters.
Add to all of this the costs employers have had to swallow of late sorting the wheat from the chaff, (when will job boards learn that averaging 60 applications per job is not something to shout about!) and a clear gap in the market presented it's self to us. The tricky bit was doing it! But I can't tell you that.
Yes we are trying to hasten habitual recruiter/candidate behavior but we believe towards an obvious and natural conclusion. I'm not going to get into a list of predictions for 2011 but instead ask yourself this; Would you employ someone tomorrow without checking out their social credentials first?
* replace with expletive
Commercial Manager
T +44 207 316 9206
M +44 7803 289 648
jonathan.cooney@incisivemedia.com
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