Today I had a fairly long chat with David from Hotlizard about all things recruitment. David (not being as in the loop as some out there) hadn't read my blog (for shame David, for shame!), anyway it was actually rather good to have a conversation with someone who builds both job boards and corporate websites and get his honest thoughts about the do's and don’ts of the whole thing.
The upshot was that what I've been blogging about on the corporate side is being borne out by what companies are finally asking HL to do for them. Building really nice looking, engaging, integrated sites that really do offer something for the HR dept to sink their teeth into. Having touch points with candidates from start to finish being extremely important and managing that candidate information being paramount to how the company is viewed in the long and short term.
It's good to see companies like HL who understand the rec process end to end are taking the job board model into the corporate world and ensuring optimised jobs, a career site that you can actually find and really engaging content is the most important thing on the table.
In many ways it must be an exciting time to be involved with a company implementing this kind of model, OK so right now it doesn’t directly affect recruitment process but longer term it will influence application processes, candidate flow, the management of talent and the overall perception of your company as an employer of choice.
On a side note I ran down a synopsis of several discussions that have been going on about Twitter for recruitment and David, much like myself was pretty anti Twitter and people tweeting. Hopefully I've made him a bit of a convert not necessarily by getting him on there but perhaps understanding a little more about the potential value to recruiters. For David and any other interested, here's a great little intro to Twitter for recruiters: http://bit.ly/lFytX
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