Susan Hall spoke with Jim Milton, director of product marketing for SelectMinds, which produces talent acquisition and social recruiting software.
Hall: I've read that companies are moving away from the big job boards like Monster and CareerBuilder in favor of LinkedIn and niche sites in recruiting. Can you talk about ways companies can better focus their energy?
Milton: I was a recruiter about five years ago, then I went to work for The Ladders, a niche job board. Then I worked for LinkedIn for a while and now I'm at SelectMinds. So I've watched companies move away from the big boards a number of years ago and go toward more niche job boards that offer better filtering. But now they're leaving the job board platform and moving to the social graph in hiring.
"Now it's about ... turning every employee in the company into a mini-recruiter."
HR budgets are not growing quickly, if anything they're shrinking. So rather than recruiters going out and trying to find new solutions to search databases or have to do a lot of manual work-manual work could even mean work on social networks. You still have to tweet your jobs or share them.
Hall: I would think managing all the different channels is a lot of work. Even monitoring all the channels is a lot of work.
Milton: Exactly. Whether you're tweeting jobs or creating fan pages on Facebook or a company page on LinkedIn, now you've got the job of curating those pages. A year ago, I think companies were just experimenting, doing anything that seemed to be low cost. I think in 2011, companies are trying to find more mechanical advantage, solutions that don't require a lot of curation or effort from recruiters. So you're seeing a class of offerings based on referrals. Now it's about ... turning every employee in the company into a mini-recruiter. It's letting employees take up some of the work of sharing jobs with their friends and finding matching talent in their own networks.