Tag Archives: cloud recruiting

Cloud Recruiting and the Voluntary Sector

Companies can be big, unwieldy and slow to act. You might like to try out some Cloud Recruiting ideas but are being stopped by Marketing or Human Resources or your boss who doesn’t get it.

How about trying some of these techniques with a voluntary group you are involved with?

The voluntary sector is largely about engagement of a community. The cloud recruiting tools, apart from being free are perfect for growing and developing networks. The voluntary sector has quickly grasped the potential of this technology and have not been slow to act.

Before you think, but these American/British voluntary groups are big, well funded etc etc, let’s have a look at some New Zealand initiatives I have found.

Engage your Community conferences are popping up around New Zealand. The next one is in Rotorua on 28th November. Nobody is paying more than $200 to attend. The speakers are very high calibre and really understand the technologies in this space.

MIraz Jordan who is one of the speakers on Engage your Community circuit has started “Groupings – inspiration and a toolkit for voluntary groups.” There are some great links on this site – Beth’s blog will give you a sense of how deliberately and cleverly voluntary groups are already using this technology. Stephen Blyth is a New Zealander who blogs in the same area,  Not quite so intimidating if you are just getting started. Here is Stephen’s presentation on Spreading the word using Video, podcasts, blogs and more. Stephen has the presentation stored in SlideShare which is a great way to share your presentation.

Intersect is a group for “green” Wellington young professionals. They have formed a social network on Ning. This group already has 441 members. It looks active and good fun. Intersect have now attracted enouth attention to have a story in this month’s Good magazine.  I only wish I was a bit younger!

Hopefully, you are involved with a voluntary group and no doubt they need to recruit and engage more people and raise money.  In my experience with voluntary groups, you put your hand up, the job is yours. So become a “Web Community Manager” for your group, learn as you go. Try it out and gain some experience and then bring these skills back into your work and do some good at the same time.

By the way,my kid’s school had a Little Day Out fundraiser this year. We had a blog and did email marketing to our parents.  I tried to get a Facebook going for the committe but this didn’t work. We went from raising $25,000 to raising $75,000. We barely touched the surface of what is possible with using these tools, we had more parents engaged than ever before, the school really lifted its sense of commuity and we made more money.

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New Zealand Job Boards

In New Zealand, we are now seeing the proliferation of many new job boards. An attempt to take some of the market from the market leader, Seek, cut costs and provide a better product. The problem all of these boards have is getting brand recognition and then web traffic.

Seek have had another stellar year, lifting profit by 37% up to $76.3 million, up from $55.5 million in 2007. Seek have a low cost model and plenty to spend on marketing.

Companies can of course advertise on Seek or any board they chose to but it is always worth checking out the numbers. Compete and Alexa are reputable web analytics sites but most NZ job boards come up as “too little data”. Web analytics is not an exact science but it does give you some indication of traffic. Give it a try yourself –  http://www.myjobspace. co.nz comes up with 3,500 unique visitors compared to Seek’s 4,500, JobX 1.500. CVBank.co.nz, Spotjobs.co.nz have insufficient data.

TradeMejobs.co.nz and NZHeraldJobs  have no separate job listings so you cannot see their  numbers.

Seek appears to be no longer has the dominant position it once had.

Also these numbers do not tell you if the same people are now just searching on more job boards. It  doesn’t show where these people come from and can they work in New Zealand. The numbers are very low so the “Cloud Recruiting” ideas of Talent Pooling look far more compelling.

Image representing Alexa as depicted in CrunchBaseImage via CrunchBase

Companies who are advertising on job boards will find this fragmentation of the market difficult.  There are now company job boards, professional organisation job boards, print and other media, social networks, google adwords and a  number of specialist boards. In the US, companies just don’t know where to list. The boards all fragmented and now there are aggregators like Indeed that “scrape” all the sites and get all the jobs in one place again!

What it means for companies is more expense listing across multiple boards and also more time to load the jobs and to monitor them.  In New Zealand we still don’t have mass job uploader products like Broadbean that are available in the UK.

Niche New Zealand sites, that are already well trafficked like Geekzone have started attaching job boards to their sites. GeekZone has plenty of interesting, fresh  content and a strong user base. Geekzone has tied up with http://www.jobx.co.nz. but it is just a click through. Interestingly, the model of paying to list jobs is fast disappearing in the US.

There are a proliferation now of free boards that are attached to well trafficed sites. SapFans is for fans of SAP – very specific. I had great success and response using this job board.  A marvellous combination of high traffic, active users and free.

Like all advertising you have to go where the eyeballs are! Also if you have your own talent pool you shouldn’t need to  advertise on boards at all but be able to approach the right people when the time is right.

Here is an interesting article on this by Jason Buss “What if Job Boards became obsolete? . This article gives a good overview of the issues being discussed around Job Boards in the US, where the market is far more mature than New Zealand.

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Cloud Recruiting – a new definition?

There is a lot of  technology on the web  that is already available, that works and  that can be used for Recruitment.

New Zealand is a long way behind the US where these technologies are already being tried and used successfully. The great thing is we can miss some of the steps the pioneers have made and jump straight into using this new technology that is so well suited for recruitment.

If you work down this list, and click on the terms there is is an example of a technology that fits under the heading.

Cloud recruiting is excellent for all sized companies but is particularly good for smaller companies who are unknown, do not have an employment brand and also do not want a bit outlay on recruitment technology when their recruitment needs ebb and flow. Most cloud technology is either free or SaaS – pay as you go, per person. Constantly new ideas come out that can be added to this list. For example, I have just I read about Mobatalk which is away to send video on Twitter.

Recruitment 2.0, e-recruitment are being used to describe this new way of recruiting, but things have moved on a notch in that people no longer need to have the tools on their own PC. People can access information anywhere, any place on any device as long as they can connect to the internet.

This is all so new there is no widely accepted term that describes all this but this week I found a new definition  by Michael Marlett from Microsoft, Cloud Recruiting and it is the one I am going to settle on.

The way people work as well as the type of information, the speed that this is now that this is now available is undergoing a major change. Why not take advantage of this for your firm and be one of the early adopters in New Zealand?

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