Will Google buy Monster? Yahoo bought HotJobs and are doing quite nicely out of it so why not? With deep pockets, a track record of successful acquisitions (Deja News, Applied Semantic, Blogger, Picasa) and a passion for creativity Google are well positioned to create a Monster of their own with keyword arms, toolbar legs, and API eyes and ears the likes of which TMP and Mary Shelly in their wildest dreams could never have have imagined. Have a read of this very interesting article from Will Wolff and make up your own mind. If the Cyber Sleuth was a betting man he wouldn’t bet against it!
The world of recruitment is changing and changing fast. Google realise this and have done so far a long time now. The number one force driving and stimulating the global recruitment market is the Internet. No more than in the world of technical recruitment is this evident. We all know that there is a plethora of agencies to use to find software engineers, a plenitude of internet job boards in Ireland and abroad to canvass for CVs and a preponderance of domestic and international newspapers, niche technical magazines, trade shows and fairs to cast the recruitment net on, but, there is much much more. With the advance of Teoma, DogPile, AltasVista and Google; XML, robot technology, Pod Casting, Skype, Desktop search technology and a host of new gadgets and gizmos coming to the market the way in which we recruit is about to change forever. This blog is about such issues.
In the next few weeks I will research and comment on a variety of internet recrutment issues in an attempt to stimulate debate and dig up some of the newer and often stranger techniques being used in modern day recruitment. I will highlight some of the search engines that can be used to target passive candidates on the Internet. I will explain how a 19th century mathematician called George Boole will have a massive impact on the future of recruitment. I will give examples of how to find passive candidates in the deep web, how to flip and x-ray servers to pull up CVs, and explain how using advanced search functionality in Google just might, if you're lucky, locate Org Charts from companies that you have targeted for recruiting. Along the way I will be commenting on some of the movers and shakers in the industry. I'll also be checking out some of the new technologies that are affecting the recruitment industry on a global scale, and, i will be suggesting ways to validate what people say they have done on their CV by using archives, Boolean operators and modifiers, and consulting newsgroups.
All comments are welcome. TICS.
