Excellent Article from Tech Crunch:

There’s been a lot of talk about the fierce competition for talent among the top players in the tech industry. As the story goes, Facebook has been the primary source of anguish for its competitors, seemingly bearing the gravitational pull of a giant sun. Even the ubiquitous Google was forced to take some extraordinary measures to stem the flow of top talent to Facebook last year by offering exorbitant counteroffers as well as a 10 percent, company-wide salary increase. Then-CEO Eric Schmidt called it a “war for talent”.

Bringing in top talent can change (and cement) a company’s future, and Google is not the only company willing to go to great lengths to keep (and nurture) talent within its ranks. But, up to this point, there’s been little understanding of who is actually winning (and losing) the war for recruiting top talent in the tech industry, especially in Silicon Valley. Today, thanks to Top Prospect, the social recruiting site that rewards users for helping their friends find jobs, we now have a snapshot of where we stand in the great talent wars of the 21st century. (Not to over-dramatize or anything.)

To find out, Top Prospect dug into its data and culled together information from over 2.5 million profiles in their database. Their findings (based on the number of users that have changed jobs in the last 2 years), perhaps unsurprisingly, show that Google, Facebook, Microsoft, LinkedIn, and Apple have been the companies to gain the most new talent.

Likely the only slight surprise among that group is Microsoft. After all, Google and Apple are enjoying billions in revenues, LinkedIn just loudly went public, and Facebook has gone Hollywood.

Yet, when we look at the companies who were on the flip side — those that saw the most employees leave for greener pastures — the losing leaders include Microsoft, Yahoo!, Google, eBay, and Amazon.

READ MORE HERE

View Other job seeker relevant tools and advice at David Perry’s latest launch, www.PutAmericaBackToWork.com

** To View Climber Catalyst offerings and capabilities first-hand register for free HERE

In a challenging economic environment, we often assume that the number of unemployed provides target rich active candidates that are easily assessable. The unexpected complication however reveals a more complex introduction exchange between recruiter and job seeker. The disenfranchised effected by layoffs likewise become disconnected from their corporate brand, corporate emails bounce, corporate numbers become disconnected – often relegating name generation research to a short shelf life. The under employed is likewise an under appreciated statistic within the latest employment discussions and their job title and employer on a social media profile doesn’t provide the complete picture of the availability. Basically, the robust people finding utility can only be as useful as the up-to-date status of individual profiles and the energies we invest in reading ‘between the lines’.

Unemployed? Check out the Unemployment Calculator

Climber’s Catalyst approaches the challenges described handedly. It was designed specifically to enhance the recruiter to job seeker, relationship experience through a seamless capability for introductions. It can create instant networks then transition to Linkedin or other social media applications – introducing them to existing targets among college educated professionals within a salary range of $50k to $160k. Though each are subscription based, the similarities with the Ladders, ends there. Climber’s Catalyst provides both employers and candidates with an actual marketing and distribution platform, in addition to SalesForce Automation Software to support its backend aspects.

Climber’s Catalyst utilizes a sales-oriented approach to track source destinations, and to market prospects to potential recruiters to gain momentum in their career journey. It provides a workable technology solution similar to the metric aspects commonly associated as strengths of a CRM. Staffing organizations can access the ratio of how best to qualify process aspects; i.e., how many actual leads to connection to the pivot point of an actual resume sent, to the number of interviews established to accomplish an actual hire.

Catalyst is built upon a modular platform which allows organizations to instantly connect, in a very targeted, precise manner and it can do so, ‘socially’ all from one place. Recruiters can access Catalyst’s Resume Center –whereas Job Seekers can modify their existing resume to fit a particular job opening. With an enterprise account, if 5 or more recruiters from a corporate brand are interested, Catalyst can build them a free micro-site, with video etc to brand the employer experience.

A Unique, Corporate Branded, Social Integration Like No Other

Through Catalyst’s distribution network, jobs are viewed by 27 million unique visitors a month. The Network directs traffic to over 330 distributed, search optimized job sites. Recruiters can SEO their own individual profiles across the major search engines with a consistent, corporate branded experience. Furthermore, Catalyst offers the unique extras that are unmatched in this arena, with search optimized, branded video housed on-site that can likewise be distributed to across social media networks or shared anonymously. Multiple twitter feeds can be fed, as well as LinkedIn profiles with auto-update/auto-tweet. Moreover, catalyst offers candidate feeds/job tweets with dynamic content easily accessible for a user friendly , eye catching experience.

Climber’s Catalyst offers 3 types of distribution networks:

(1) narrow – Company XY wants java programmers for example, a corporate recruiter can click and immediately distribute within their network to attract referrals; (2) industry oriented – say for example, nurses in Denver, or all healthcare at once within an associated in geographic area;
(3) geographic radius specific – within a 50 mile radius, or broader.

A recruiter or a candidate can import their Linkedin network or specific individuals to heighten the effectiveness of their efforts and create targeted emails which can reach up to 5,000 people at a time.

A One Click, One Stop Jobs connector on Linkedin and Throughout

The tactics to the networking strategy are maximized with Catalyst’s click frequency of auto posting to multiple LinkedIn and twitter accts; to include auto hash tags and even a tiny url. It creates a focused way to harness social media with click through metrics provided that pin point effectively to your featured jobs. The platform allows auto access to your network email enhancing the number of successful candidate opt-in’s. A recruiter can even advertise within your LinkedIn profile – advertising jobs, and an open invite to ‘connect with Climber’s Catalyst profiles to redirect interested applicants.

The job feeds are likewise easily reconfigured by importance in real-time; a recruiter can rotate jobs up or down according to their individual priority. The widget capability can even be made available to niche blogs, and just as easily updated hourly to highlight your jobs.

Export your LinkedIn Network and Import it into Climber.com Catalyst

I will continue to keep you informed as Climber’s Catalyst“>Climber Catalyst and their broader suite of products evolve. Their intriguing use of social media tells as much about how technologies are providing job seekers another look.

View Climber Gallery for Screen Shots

Resume Carousel: Resume Generator, Resume Templates & Resumes

** Make sure to take advantage of the free registration at Climber Catalyst, for job seeker and recruiters alike to experience its capabilities first-hand: HERE

By Dave Mendoza, Master Cybersleuth, Affiliate Partner, JobMachine Inc.
(720) 733-2022

* Contact Diversity.com directly: Bill Bargas, Director – Sales & Marketing at (678) 528-8571

www.eJobFairs.net and www.Diversity.com have joined forces to deliver diversity focused job fairs nationally.

Diversity.com, a national leader in diversity focused recruitment advertising, announced today it has partnered with eJobFairs.net, innovators of the electronic job fair venue, to offer Diversity.com branded electronic job fairs. “These live and fully interactive job fairs are not virtual.” said eJobFairs.net Chief Marketing Officer Jason Vrane “They are real events where job seekers and employers meet and interview one-one-one with each other in real time.”

Diversity.com will be offering electronic job fairs in twelve cities throughout the nation starting in January of 2008. “We are excited to be not only offering our clients job fairs, but cutting edge electronic job fairs offering them more than we ever could doing job fairs the old way,” says Bill Bargas, Director of Sales for Diversity.com.

“We are excited to be not only offering our clients job fairs, but cutting edge electronic job fairs offering them more than we ever could doing job fairs the old way Diversity.com has been offering diversity focused job postings since 1999 and has grown to service markets throughout the United States. In addition to job board postings and now electronic job fairs, Diversity.com provides creative “best diversity employer” branding programs to encourage diverse talent to review their client’s job openings.”

eJobFairs.net LLC, has been developing and conducting the electronic job fair format since early 2005. Offering employers “freedom from the booth”, their software and website allow employers and job seekers to meet online and interview live on specific dates and times for specific areas and industries or demographic interests. eJobFairs.net announced the release of version 3.0 of their software in September of this year and plans to release another upgrade sometime in 2008.

Q & A with Bill Bargas, Director of Sales, Diversity.com

Q: What were your initial experiences with Diversity recruitment events?

Bill Bargas: “At first, it was a struggle of appealing to corporate social consciousness, – making the business case on both a regulatory and public perception level that fed their bottom line. One could ‘shame’ and sometimes ‘strong arm’ a number of F500 companies to participate, however then one had the follow-up issue of displaying their weak commitment; i.e. companies would pay for a booth but not show up, would send an HR intern or a fresh HR associate. Job seekers would come armed with paper resumes and high expectations to talk to a company representative – this was not the case unfortunately . Many employers, particularly those who flew into town for the event, left feeling disappointed and not to happy with us. Since diversity recruiting had not trickled down to regional companies or non-profits they could dodge the diversity hiring issue all together.”

Q: How are present, traditional job fairs classified?

Bill Bargas: “General ( open call ) fairs and excutive fairs ( pricey open call on steroids ). We’ve since attended a few diversity job fairs in recent years . We discovered today’s job fair attendees represent a broad spectrum of diverse cultures, races, life styles etc. Many F500 companies are branding diversity hiring programs, regional companies and non-profits are there competing for talent. That’s wonderful. However,the HR associate now asks the job seeker to submit their resume using the company’s HR applicant tracking system. Essentially, diversity recruitment has begun a shift with the emphasis being on developing online employment brands and attracting diversity candidates.”

Q: How are online job fairs beneficial?

Bill Bargas: “Employers love the format of an electronic job fair. Here’s why we think it’s beneficial: Employers are able to talk with as many of the attendees as they wish without leaving their office, home or the beach. Likewise, job seekers, especially passive diversity talent, can log in at the designated time feeling they have been invited to participate in a very private detailed discussion with company recruiters and / or hiring managers. Win, lose or draw the job seekers exit the electronic job fair feeling good about the companies participated. Imagine that.”

Q: Wouldn’t be more cost effective to just post the position(s) on a job board or in fact, just participate in a traditional job fair?

Bill Bargas: “Traditional job fairs, on average, cost twice as much as an electronic job fair and that’s before paying the cost of travel, labor and display set-up. We think this is a great add-on to our job board,Diversity.com. Now, we can offer our clients the opportunity to source candidates utilizing job fairs, creative job posting and diversity branding.”

For more information, contact Diversity.com directly: Bill Bargas, Director – Sales & Marketing at (678) 528-8571
www.diversity.com

View my profile on RecruitingBlogs.com

LinkedIn | Bio | MSN | Skype

By Dave Mendoza, Master Cybersleuth, A JobMachine Inc. Affiliate Partner.

For more information

CampaignerPro is the online marketing tool I depend upon to develop passive talent relationships and heighten my clientele’s employment brand. Based upon my own personal experience, CampaignerPro has exceeded expectations in the administration and processing of my own contact database, be it passive talent relationship building exercises to benefit employment branding efforts or communicating announcements on behalf of SixDegreesfromDave.com itself. I have has experienced first-hand the remarkable ways Email Marketing 2.0 can impact response rates and customer communications. As a recruiter, I support multiple job families, niche environments and provide competitive direct sourcing; in each instance, my metrics are enhanced with the strong tracking data CampaignerPro provides. In addition, this tool allows recruiters to segment communications based upon a passive talent group’s specific usage environment to ensure the right message gets to the right group — increasing response and resume response by 15%! The options available from an employment branding perspective are broad:

automated and recurring scheduling, foolproof list segmentation, On-demand accessibility, ability to Build data-rich lists, Manageable opt-in status, Campaign targeting, Detailed reporting, and CRM data integration

It is likewise comforting to know it is a proven marketing solution to over 10,000 small, medium and large businesses use the Campaigner and CampaignerPro products to build profitable relationships with their customers.

Online, Email Marketing Tool, Campaigner announced that PriceWaterhouseCoopers, Transamerica, The Hartford, Phillips-Van Heusen, LinkedIn, and Nokia Canada have all selected CampaignerPro to power their email marketing campaigns.

CampaignerPro is web-based, self-serve software that allows marketers to create highly relevant, one-to-one email dialogues without the need for professional services and the pain of an internal IT project.

“We are thrilled to add these industry leaders to our growing customer list,” said Luc Vezina, Vice President of Marketing and Product Management for Campaigner. “We build software for professional marketers who want to communicate with precision and agility. Our customers have chosen to work with us because we make doing this easy and affordable.”

Campaigner’s on-demand Campaigner products enable organizations to have highly personalized one-to-one email dialogue with their customers, measure how they respond, and analyze those responses to interact in a more intelligent, automated way — resulting in more profitable relationships. Campaigner partners with industry leaders including Salesforce, Comcast and Yahoo!; provides applications to companies such as Nokia, PriceWaterhouseCoopers, Nielsen Media Research, AT&T, West49 and over 10,000 small and medium-sized businesses.

Campaigner is on the road with ‘Email Marketing 2.0: Strategies for a Web. 2.0 World’, an educational and informative seminar on building effective email programs, will be holding live email marketing seminars in New York October 30th and Philadelphia October 31st. The ‘Email Marketing 2.0: Strategies for a Web 2.0 World’ seminar is ideal for small to medium businesses looking to improve on their current email marketing strategies.

The seminar will teach email best practices, how to build effective programs, strategies for organically growing opt-in lists, effective segmentation of contact lists, automating lead nurturing programs and delivery optimization. Specifically, this seminar will address the strategies used to ensure that emails are targeted and customized, keeping customers engaged with relevant messaging so they open, read and respond to your emails.

To schedule a demo or for more information please visit www.campaigner.com.