Recruiting 2.0: A Guide to Success in the Web Jungle

The Internet provides for a diverse and individual recruitment program in which the new functionalities of what is called Web 2.0 can be used successfully. However, for many organizations, Web 2.0 is new territory and not every recruiter is proficient with its features. Yet, one thing is certain: The new Web 2.0 methods for communicating with applicants over the are better, faster, cheaper and modern.

Learn about Recruiting 2.0 in 2 stages: Stage 1 leads you through the basics of recruiting 2.0 using concrete examples in an interactive, conference style, webinar. Stage 2 will help you personally with the selection and installation of the Web 2.0 technologies that successful recruiters use worldwide for free.

Stage 1 - Web Conference (Webinar)
• What is Recruiting 2.0 in practice?
• What are the most successful online features of Recruiting 2.0?
• Alternative forms of candidate selection.
• New information technologies in the background: Funnel model for Talent Management
• What will be expected in the future from recruiters?
• Duration: about 90 minutes

Stage 2 - Web-Coaching Webinar
• Individual training in dealing with Webcams
• Installation and testing of selected Web 2.0 technologies on your computer
• Accompanied by a Recruiting 2.0 project
• In-depth Q&A
• Duration: variable


In developing these Webinars, HR-Meter has spoken with HR executives from around the globe about their experiences, done comparative research on the benefits of all of the tools and procedures we discuss and have even made use of them in our own recruiting processes.

PLEASE NOTE: Unlike many of the free Webinars on this topic, HR-Meter will never uses informative Webinars like these to sell products, software or advertising.

To register, please visit the official website by clicking here. The registration form is located at the bottom of that page.

Customized Knowledge Solutions

It takes a long time for a method, application or technique to become "Best Practice". It has to circulate through the journals, get "workshopped" in the business schools, get implemented in the fortune 500's and then make its way to the trade shows in the form of keynote addresses and on and on until it reaches your desk. 

But what if you had a hint as to what the future "Best Practices" will be? What if you could listen in at the point between "the journals" and "the workshops"? Well, if you knew the right journals to check and you read through them, then you would be off to a good start. Or, maybe you have Lexis-Nexis business; that's a good start, too. But you also need the time to do this.

We now offer Customized Knowledge Solutions.

We hunt down the next "Best Practices" for you. We search ALL the relevant databases (not just Lexis-Nexis), we read and digest all the relevant journals, we have the time.

We have started to collect and structure knowledge on request. 

Here's how it works:

1) You give us a topic such as:

• Leadership Learning
  
• Leadership Training
  
• Employee Assessments
  
• Organizational Commitment
  
• Talent Management
  
• Employee Relations
  
• Employee Confidence
  
• Executive Talent
  
• Innovative Talent
  
• Leader Member Exchange
  
• Performance Management
  
• Organizational Engagement
  
• Work Group Integration
  
• Whatever you want…
  

2) We RESEARCH that topic in depth, picking through databases like:

• Academic Search Premiere
  
• Lexis-Nexis Business
  
• Lexis-Nexis Academic
  
• JStore
• PubMed
• PsycINFO
• PsycPUB
• Web of Science
• WorldCat
• ProQuest

4) These databases search through thousands of relevant journals such as:

• Educational Management Administration & Leadership
  
• Journal of Information Science
  
• Social Studies
  
• Journal of Economic Behavior & Organization
  
• Theory into Practice
  
• Economist
  
• Social Indicators Research
  
• Leader to Leader
  
• Journal of Psychology
  
• Behavior Modification
  
• Expert Systems with Applications
  
• Workforce Management
  
• Journal of Applied Psychology
  
• Behavior Modification
  
• Expert Systems with Applications
  
• Workforce Management
  
• Gender, Work & Organization
  
• T + D
  
• And thousands more...

4) We read and digest the most relevant journal articles from the most relevant journals and prepare for you the following:

• The Abstracts from several relevant articles
• A comprehensive digest of article "take aways"
  
• Information on how to obtain the full articles
• Information on the availability of managerial techniques relevant to the article topics
• Information on how to implement existing or non-existing techniques, tools, etc on the basis of this new knowledge.
• Insight into the future "Best Practices"

For more information on Customized Knowledge Solutions, or to perform a trial "search", please send us an e-mail to "info@hr-meter.com"

The Nature of Talent

I thought that I should bring our reader's attention to a new, short paper by John H. Fleming, PhD., and Jim Asplund of Gallup, Inc.

The paper:

"Understanding the Nature of Talent: Managers must distinguish what’s innate in their employees (talent) from what can be changed or acquired (knowledge and skills)".

by John H. Fleming, Ph.D., and Jim Asplund
Excerpted from Human Sigma: Managing the Employee-Customer Encounter (Gallup Press, November 2007)

The paper can be found here.

In it, Dr. Fleming and Mr. Asplund seek to draw a distinction and sharp contrast between "forced stack-rankings / purging" and a more reliable system for hiring employees based on a greater understanding of "talents".