The EU general data protection regulation 2016/679 (GDPR) will take effect on May 25 2018.
Several years ago I spent some time consulting into a Yellow pages online directory business. The emergence of Google as first port of call to answer someone's day to day queries like "Where will I find a lawyer in Manhattan" had necessitated a shift in strategy. The game plan was to optimise the directory to capture the lion's share of the page one results pages and then pass that traffic on to the lawyer or plumber who was paying to feature their business on the directory. Sound familiar?
You probably see the career site as an inbound recruitment component that’s in contrast to the outbound nature of your sourcing efforts. However, the reality is that the two are linked — whether you like it or not.
The following scenario will be familiar to many of you:
You’ve just spent the last day crafting and launching 50 highly personalized emails at target candidates. You’ve just had the best response rate ever and you’re feeling pretty happy that the campaign has been a success.
But did you ever stop and wonder what happened to those candidates who didn’t respond?
In 2011, Google introduced us to the Zero Moment of Truth, or ZMOT, which described a revolution in the way consumers search for information online and make decisions about brands. Now six years later, Internet Search and ZMOT continues to grow unabated in importance and scale. It’s not surprising that this consumer behavior activity has extended into the jobseeker arena and is now mirrored by “career consumers.” Recruitment tactics need to evolve to keep up.