Technological haves and have-nots - Which are you?

In an article on Staffing.com by David Earle entitled "Did 2009 really change anything?" there is a section is exactly what I have been saying for the last year and I thought I need to share with you and ask some questions.

In an extract from his article below on the changes in technology:-

"Nowhere is recruiting changing more rapidly than in technology. While the recession may have dampened sales, it did not dampen innovation. Technology vendors continue to pour out new products all over the HR spectrum: job posting, mobile, CRM, career portals, on-boarding, assessments, ATS, internal mobility, dynamic scheduling, social media, predictive analysis, workforce planning, succession planning, performance management, learning management and competency management.

Very few companies have the expertise within HR to understand so much change, much less effectively manage it. Nor do they have the budget or management clout to insist on all the necessary upgrades. Layer this on top of the financial constraints imposed by the recession and we see a 2010 world of technology haves and have-nots.

Technology did not power the 20th century staffing model, although all of its early- stage developments grew up around and because of it. The result has been a relentless parade of spot solutions that grew and combined into ever more sophisticated solutions. The typical upgrade cycle was 6-9 months, while the typical corporate adoption cycle was 2-3 years. It was easy for the market to splinter. The result is now a marketplace filled with all sorts of products, some of them quite dated.

2009, with its endless debates over the recruiting value of social media, nicely illustrates the problem. Some companies already have several years of experience with it and are reporting success, while others haven’t even decided it’s a good idea. Meanwhile some vendors are selling early, stripped-down, standalone versions of the necessary software, while others are offering robust, third-generation, turnkey solutions accessed through the cloud.

The 21st century staffing model is grounded in technology. Every aspect from workforce modeling on the front end to video interviewing on the back end harnesses its power to identify staffing needs, and locate, engage and persuade the right talent to sign up. The clear message of this recession is that staffing technology is now a performance differentiator and must become a staffing priority."

If you are struggling with the IT choices in the UK, you need to look for what your own best in class solutions are to create you own performance differentiators.

Whatever you think of Jobsite.....

No matter what you think of Jobsite and what it has done to the recruitment industry with inflated prices and their CV database being sold to direct employers etc

I cant help but like some of their staff, particularly Felix Wetzel, their Marketing Director. I have now shared a stage with him twice on the Recruitment Consultant IT and Technology Conference (London and Manchester) and both times I have come away learning stuff.

Today was no exception and I would urge you all to read his blog on the story of sponsoring a Premiership football team.

The thing that interests me most is Pixal Tagging or Web Beacons and what it does is really quite clever but scary really.

So go to Jobsite and search for a Job, I did a Project Accountant and look at the Job then go somewhere else. I went to Portsmouth FC as they need all the help they can get! And then I got served an advert for a Demand Forecast Analyst (what ever that is!) but it is an accountancy job on about the same salary!

This is the same area as Facebook had issues with but it is all very very clever