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Online Revolution and Recruitment Advertising White Paper

Jan 26th, 2010 - Regina Caffey, Partner at Wave Integrated Marketing Solutions, (a leading marketing solutions provider that combines the time-tested methods of traditional media with the evolving resources of Web 2.0) has written Online Revolution and Recruitment Advertising. This WhitePaper provides insightful information regarding online marketing in the recruitment industry.

 Summary of White Paper:    
 Job Boards and online advertisements (online media) are the help wanted print ads of yesterday, and 75
percent of job seekers are searching for jobs online.
 
 Accessed directly or through search engines, general job boards reach the largest number of candidates and
ultimately provide the most hires. Niche job board sites, while somewhat higher priced, have proven more
successful for specialized jobs requiring highly skilled candidates.
 
 The shift from print to online media began in 2003 during the recession and has inexorably altered the
landscape for all forms of advertising — including help wanted, or recruitment advertising. Over the past
four years, this shift has accelerated tremendously, and online media is the primary vehicle for recruitment
advertising efforts today and will likely remain so for the foreseeable future.
 
 Recent surveys conducted in 2006 by ERE Media Inc. (a preeminent source of information for recruiters
and HR professionals on the Internet), Booz Allen Hamilton (a leading global consulting firm) and Direct
Employers Association (a not-for-profit consortium which promotes the use of recruitment technologies)
revealed that:
 
Approximately 60 percent of all hires come from online job searches
The remaining 40 percent come from a variety of diverse sources
 
 In these studies, recruiters and human resources leaders found general job boards, niche job boards and
online advertising to be successful and cost-effective means of finding and hiring workers for all types of
employers. Online media can be tracked as no print ads ever could be, which makes it much easier for
employers to monitor the effectiveness of the dollars spent on recruitment advertising.   
 
 For the foreseeable future, the use of print advertising will continue to diminish because it will remain
difficult to justify its cost and return-on-investment. But some employers will continue to include print
advertising in their media mix for building brand awareness.

Source: http://www.waveims.com/

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