If Recruiting 1.0 was about resumes, Recruiting 2.0 is __________? If recruiting 1.0 was job boards, Recruiting 2.0 is __________? If recruiting 1.0 was about advertising, Recruiting 2.0 is ______?
Good Answers (15)
Connie P.
Experienced Educator, Recruiter, Researcher with Development Expertise
Best Answers in: Staffing and Recruiting (1)
Recruiting was happening long before resumes became digital...but to play along...if Recruiting 1.0 was resumes, Recruiting 2.0 is the online candidate profile. If Recruiting 1.0 was job boards, Recruiting 2.0 is social networking. If Recruiting 1.0 was advertising, Recruiting 2.0 is employment branding... but for my money, if Recruiting 1.0 was about using technology to get recruiting process digital, then Recruiting 2.0 is about using technology to make the recruiting process more productive...i.e. intelligent search and matching technology.
Relationships/Social Networks/People Search
Links:
If Recruiting 1.0 was about resumes, Recruiting 2.0 is __reading them__.
If Recruiting 1.0 was job boards, Recruiting 2.0 is __networking__.
If Recruiting 1.0 was about advertising, Recruiting 2.0 is _PR_.
Mohammad Usaid A.
Analog and Mixed Signal IC Design Engineer at Intel Corporation
Best Answers in: Using LinkedIn (1)
Cover-letter/ personal networking / referral
Liz R.
Principal at Ask Liz Ryan, a Career Guidance and People Strategy firm
Best Answers in: Staffing and Recruiting (14), Personnel Policies (7), Job Search (6), Using LinkedIn (5), Compensation and Benefits (3), Professional Networking (3), Resume Writing (2), Organizational Development (2), Freelancing and Contracting (1), Mentoring (1), Government Policy (1), Business Development (1), Change Management (1), Planning (1)
I think it's all about community (not just referral or personal networks, although those are fine and worthy things). You create community from the inside out, beginning with your current employees - extending to include the people they know and the people who know them - and eventually including your suppliers and customers, people who applied to work at your company once, journalists who know your firm, analysts who cover you -- etc. Recruiting 2.0 is completely different from traditional recruiting, because the existence of an informed, engaged community-of-interest around your organization means you don't post jobs on job boards, ever again. You don't pay search fees. The reactive part of job-filling goes away, if you are brave enough to talk with people on an ongoing basis about potentially working for your firm - even when there's no current opening for them.
Once you go the community route, you have candidates identified in advance for most or all of your positions as they are approved. You have people who already know your company's values, who know people inside and are ready to roll. It's not even that hard to accomplish! We just have to break down the wall between "us" (lucky, self-satisfied employed people) and "them" (icky, needy job candidates - only permitted inside the castle walls under the strictest supervision).
Ask a typical front-line corporate recruiter how s/he sees his or her role vis-a-vis wooing candidates, and most of them will blanch. Vetting? They're all over it. We have to change that mindset. We not only have to sell our active candidates on our jobs - we have to sell perfect strangers. We've got a long way to go, given the outrageous way the typical candidate is treated by corporate America today. And that's the ones who make it in the door!
Cheers - Liz
Karl G.
Enterprise and Knowledge Architect/Business Strategist
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Resumes -> candidate home pages (myspace)
job boards -> intelligent agents (the job finds you - kind of like Monster's search agents, but more targeted/powerful)
advertising -> hyper-personalized ads and ability to find hidden candidates
Cheryl C.
C.A. Cross & Associates; Communications, Marketing and Recruiting Outsourcing
If Recruiting 1.0 was about resumes, job boards and advertising... Recruiting 2.0 is about creating a comprehensive interactive database that mines, sorts and communicates back to the applicants about the company, while getting comprehensive information about the experience they're having during the applicant process. It would communicate with them regularly during and post process and the recruit staff would use the outcome for something other than "metrics", but to create a viable strategy on how to efficiently create programs (IT and Marketing) that attract and maintain applicants....
Potential/Networks/Facts
Ken C.
Information Technology Services Business Developer
Best Answers in: Positioning (1), Enterprise Software (1)
10 IF Recruiting 1.0 = Resumes (Getting the foot in door) _
20 THEN Recruiting 2.0 = Interviewing (Closing the sale)
30
40 IF Recruiting 1.0 = Job Boards (Broadcast Recruiting) _
50 THEN Recruiting 2.0 = Networking (One to One Recruiting)
60
70 IF Recruiting 1.0 = Advertising (Marketing) _
80 THEN Recruiting 2.0 = Sales (Sales Process)
90
91 Regards
92
93 Ken C
99 END
Dennis C.
Marketing Manager at Internet & Telephone, LLC
Best Answers in: Staffing and Recruiting (4), Business Analytics (1), Using LinkedIn (1)
Ken wins for style.
Jordan W.
B.Sc, MBA | UBC Sauder School of Business
Best Answers in: Mentoring (1), Advertising (1), Internet Marketing (1), Business Plans (1)
I have personally always felt like LinkedIn is a representation of Recruiting 2.0. Essentially, your profile pages are resumes, but the Recruiting 2.0 element is the addition of recommendations (that are related to your resume line items), answers and so forth. Furthermore, LinkedIn flips the traditional revenue model on its head by charging for both job listings AND direct contact through InMail.
So, it one sense: You're on a Recruiting 2.0-esque site right now.
J
sumolabs.com
Resumes.....Video interviews
Job Boards.....Social networking sites like Linked IN
Advertising.......Deep analytics that tell you where the best matches will be found with targeted web campaigns.
Recruiting 2.0 is about
1) Face to face networking
2) Social networking applications
3) Word of mouth - what's hot attracts who's hot
Colleen A.
Job Search Expert, Career Strategist, Author, Speaker, Muse, Mentor and Advisor to Executive Job Seekers
Best Answers in: Personnel Policies (1)
If Recruiting 1.0 was about resumes, Recruiting 2.0 is about video resumes. If recruiting 1.0 was job boards, Recruiting 2.0 is about social networking. If recruiting 1.0 was about advertising, Recruiting 2.0 is about internet marketing.
If Recruiting 1.0 was about resumes, Recruiting 2.0 is about personal branding. If Recruiting 1.0 was about job boards, Recruiting 2.0 is about jobs on YOUR site. If Recruiting 1.0 was about advertising, Recruiting 2.0 is about pay for performance.
