http://EmploymentDigest.net/2007/03/hunt-online-for-work-but-tread-carefully/ News, Tips and Hints for those in Career Transistion Wed, 08 Feb 2012 06:39:59 +0000 hourly 1 http://wordpress.org/?v=3.1.1 http://EmploymentDigest.net/2007/03/hunt-online-for-work-but-tread-carefully/comment-page-1/#comment-3466 Staffing Executives: Send this to your boss - The itzBig Blog - Serving the Unserved – Recruiters, Job Seekers, Quiet Working Professionals Mon, 05 Mar 2007 22:36:27 +0000 http://www.employmentdigest.net/2007/03/hunt-online-for-work-but-tread-carefully/#comment-3466 [...] Again, according to Stringer and Rueff, “as many as 98 percent of visitors to that [submit resume] page ‘back out’ without submitting anything” because that area of a corporate website fails to actively engage a prospect; it fails to “capture the relationship.” Instead, they recommend “attracting and communicating with talent online” by utilizing interactive technology and responding to the communication from talent. However, that component of Web 2.0 interactivity should be coupled with the anonymity most social media users also enjoy. Don’t solicit their phone numbers or other personal information in the early hiring stages. Instead, wait for the talent to offer that information and then employers can follow up on it. Many job seekers with social media savvy are skeptical of online solicitation, even from potential employers, and, as the blog Employment Digest points out, they have a right to be so. In a survey of 100 executive recruiters in June, 77 percent said they use search engines to learn more about candidates before extending an interview, according to ExecuNet, an executive job search and recruiting network. Of those recruiters, 35 percent said they have passed on applicants because of material they find online. (from Employment Digest). [...] [...] Again, according to Stringer and Rueff, “as many as 98 percent of visitors to that [submit resume] page ‘back out’ without submitting anything” because that area of a corporate website fails to actively engage a prospect; it fails to “capture the relationship.” Instead, they recommend “attracting and communicating with talent online” by utilizing interactive technology and responding to the communication from talent. However, that component of Web 2.0 interactivity should be coupled with the anonymity most social media users also enjoy. Don’t solicit their phone numbers or other personal information in the early hiring stages. Instead, wait for the talent to offer that information and then employers can follow up on it. Many job seekers with social media savvy are skeptical of online solicitation, even from potential employers, and, as the blog Employment Digest points out, they have a right to be so. In a survey of 100 executive recruiters in June, 77 percent said they use search engines to learn more about candidates before extending an interview, according to ExecuNet, an executive job search and recruiting network. Of those recruiters, 35 percent said they have passed on applicants because of material they find online. (from Employment Digest). [...]

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