1. Employer and HR Perspective
Effective Job Search:
Employer and HR Perspective

2. Where are they???
Recruiting strategy is becoming more important as labor markets evolve.
Traditional methods of recruiting can be expensive, but an offsetting issue that must be considered is the cost of unfilled jobs.
To be effective, an integration of efforts involving labor markets, recruiting goals and responsibilities, business strategies and recruiting sources must occur.

3. Strategic Recruiting and HR Planning
Employment Brand
Proactive Approach
Streamline Process
Maximize Efficiencies
Run Analytics
From a business perspective, the WF System should encourage employers to pay attention to the following: 1. Employment Brand is a key selling point – the position, pay and benefits are all very important to the job seeker, but cultural fit and a stimulating work environment are deal makers or breakers Using a proactive approach means focusing on passive candidates. Gen X, Gen Y and soon, Gen Z workers expect to be sought out Ensure the process, whether on paper or e-recruiting, is as simple and easy to use as possible. Even small employers who can’t afford sophisticated technology can make their process engaging and simple. 4. Encourage businesses to use intelligence to collect and summarize important information. While digital tools will never fully replace the human instinct necessary for identifying the right candidates, an ability to stay on top of technological trends could be a recruiter's biggest advantage going forward.

4. E-Recruiting & Social Networking
Enhancements:
Increased access
Interactive
Standardization
Market to active and ‘passive’ talent
Challenges:
Universal access
Alignment to current staffing strategies
Consistent candidate experience
As we’ve heard today, businesses and HR professionals are utilizing Internet recruiting and social networking as cost-effective tools for identifying quality talent. Many companies are creating ‘micro-sites’ and other online interactive communities to more readily share employment information and opportunities with potential employees.
The enhancements include….increased access to larger number of prospective candidates; many sites are interactive and offer the opportunity to present the company’s ‘brand image’; resumes are more standardized with information being easily assessed by recruiters or hiring managers and technology enables businesses to identify and possibly attract passive talent – those who are qualified for work in other companies but who are not currently looking to change jobs and do not have updated resumes.
For those individuals who are working with the business customer within a WF system, it is important to also point out some challenges that may arise when using e-recruiting and social networking: Not all job seekers (and even some small, remote businesses) may not have reliable, universal access.
It is important to also ensure alignment to current staffing strategies and maintain a consistent candidate experience. This means that it will need to be managed carefully so that the experience of applying for a job through the likes of Twitter or LinkedIn matches the experience of applying via the company's career site. That is, the time taken to review the CV and give feedback or schedule an interview remains the same no matter where the CV originated from. This takes a serious commitment to using social recruitment and is not a decision to be taken lightly. A bad candidate experience could have a serious effect to employer and even corporate branding – especially in consumer-driven sectors where candidates are potential customers.

5. Ethical & Legal Considerations
Who is conducting the candidate search?
EEO compliance
What are rejections based on?
Collection of protected characteristics data
Active vs. passive applicants
Confidentiality & privacy
Above are some of the considerations for both job seekers and employers.
Hiring managers vs. HR
When individuals from lower socioeconomic groups and from certain ethnic groups have limited Internet access, issues of fairness in hiring arise. A recent study determined that individuals perceived greater fairness in more traditional application approaches compared to online approaches. (E-Recruiting and Fairness: The Applicant’s Point of View; Information Technology Management 2012)
Are rejections really based on qualifications needed for the job? How do you document?

6. It’s all about…
BALANCE….using technological advances in recruiting strategies is critical. A singular approach will not produce optimal results for either business & industry or job seekers (balanced approach is used in my trucking company as well as at the City of Durant).
The WF System will need to continue to offer solution sets for both customers – which means we must remain vigilant in honest appraisals of what our system offers. Do the solution sets provide what our customers NEED and are they reflective of our region and labor market?