He gives her a lot of insight into the recruitment process and the on-boarding practices.
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She is given the opportunity to participate in a simulation that will help her find the position that she is most likely to be happy in. She spends 20 minutes in the simulation and finds it fun and informative.
At the end of the simulation, she is shown information about three positions that she might enjoy. She is also linked to some of the incumbents in those positions and can send them e-mails to get in-depth information. She is invited to complete an online profile, much like the profiles she has in Facebook. In fact, she can even link to that if she prefers. She could also link to her profiles on LinkedIn or MySpace, or she can create another one just for this organization. She is invited to submit a video of her own and is provided with some guidelines on how to do that easily and quickly.
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From the moment she completed the simulation, she has received a few e-mails from recruiters who would like to talk with her using Skype or the phone, whichever is easier for her. She ends up Skyping the recruiter for the position she is most excited about and has a minute interview. The recruiter refers her to a password-protected portion of the site where she completes some formal documentation and officially applies for the position. She also is directed to the online scheduling system and sets up a series of interviews for the following week, and she gets a link to the profiles of the folks who will be interviewing her.
These are surprisingly useful as they contain short videos of each person and provide insight into their personalities and interests. After about 90 minutes of interactive, informative, and mostly fun online activity, she has learned a great deal about the company, positions, corporate culture, and daily activities, and she has had a telephone screen and set up interviews. Everything I have written here is possible today, and pieces and parts of this solution are available from a dozen vendors or more.
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The building blocks are interactivity and candidate involvement. Here are three ingredients to get started with.
Incorporate short videos into your website as soon as you can. These can be simple productions and, in fact, the best ones are not professionally produced. Short, candid interviews and simple tours are best.
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Limit each video to less than 3 minutes and make them fun. Get your CEO to record a greeting. A good example of a corporate campus tour is one made by Tivo and available on YouTube. In order to keep candidates on your site longer and get them more involved with your organization, build short polls for them to take or ask them to get involved in a chat room discussion.
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Provide ways for them to send e-mails to selected employees and, if you are ready for it, open up some IM capabilities to let them instantly get information from willing employees. Provide many ways to get information, from text to video.
Make sure the tone of your website is real and practical. No one wants to read PR language and no one wants to hear over and over how wonderful you are. Provide facts, candid information, and links to third-party discussions about your company or products. Brenda recently moved to Enfield, North Carolina. Visit Seller's Storefront. List this Seller's Books. Payment Methods accepted by seller. AbeBooks Bookseller Since: January 4, Items related to The Web 2. Stock Image. The Web 2. Published by Weiser. Save for Later.
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Bibliographic Details Title: The Web 2.