Recruitment through blogs


Blogs or online journals are slowly turning into a new tool for the HR community. Technology mammoths like Honeywell and Microsoft for instance are using blogs aggressively. This approach works well as companies can attract brains that they would not reach by a static website. With blogs one can also target passive job-seekers who already have a job but also keep an eye on other career prospects.

It’s great using blogs. The most important time to actually show the ‘human side’ of the company is undoubtedly when you want to try and convince candidates to work for you, says the Global director OD and HR, Honeywell Technology Solutions Lab.

Take the case of GK, a project leader in a technology firm in India. He wasn’t exactly looking for change, when he came across a blog entry that landed him a plum job at a multinational company.

Blogs aren’t traditionally how one looks for a job but Honeywell’s blog entries intrigued GK to go ahead and land into a job with the multinational company. GK felt unlike job descriptions on websites, this blog sounded like the person who posted the description really knew what the job was about and understood the business. It was more human someone you would want to interact with.

Employees write about the company culture, and recruiters can have engaging excerpts about the company policies and latest happenings. They can give a lowdown on the career path in store for the candidate. It works on the candidates also, as it allows them to get to know the company and its culture better. Honeywell has its blog at while Microsoft has its Jobsblog at Microsoft also posts recordings of mock interviews on their Channel 9 video blog channel 9. Post.aspx?Post ID = 19187 showing what it’s like to interview for a technical position.

Start ups are finding this tool lucrative too. One such recent success story was for a startup called Riya which stated its recruitment drive using their blog

Internet groups such as Yahoo! and Google, an networking sites are other avenues that corporate recruiters. Here, they can identify potential hires based on the discussions posted about topics relevant to their industry. Going through resumes and interviews is a very scripted and tedious process. Now we just read someone’s comments on the discussion panel on a group on a particular subject and you get a good sense of that person’s knowledge, thinking and perspectives,� says a head of recruitment, Geometrics Systems.

Another technology tool that has emerged winner on the recruitment front is video conferencing. In a knowledge economy, the search can no longer be restricted to a particular locality. But talent hunt across cities means higher cost such as paying candidates for travel and stay. So, companies are switching over to video conferencing. Take for example healthcare company Baxter India, which needed to hire in B and C class cities to market products to local hospitals. They simply turned on the video conferencing facility in their office and hired a Reliance Web World in various towns to interview local candidates.

One might argue that this comes with big initial investment: a good video conferencing set up can easily cost about Rs. 2 lakh. But with services like Reliance Web World, that’s not a must. You could bring together candidates and interviewers with as little as Rs 1,500 per half an hour!

It is almost as good as interviewing the candidate in person. You can see them and gauge their body language at almost half the cost, says a manager of HR. Recruiters are also using networking sites like Linkedin and Ryze to scout for candidates.

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