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It is better
to not be on
the web than
to be on and
not know why
John Sumser

Reality
is more
complex
than
it seems.
John Gall

It's better to
do a few things
really well than
than to do
a lot of things
badly.
If you can't
make the necessary
commitments of
time and energy
to your
electronic
marketing
efforts
scale back
your plan.
John Sumser

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2000 ERI Executive Summary Requires Acrobat.

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24 Electronic Recruiting Trends 2000

(November 22, 2000) John Sumser's 24 Electronic Recruiting Trends 2000 piece will be available momentarily. It is a must read. The trends piece is part of the 2001 Electronic Recruiting Index (available January 2001).This Annual interbiznet™ Report highlights the 24 Trends listed below:

Trend 1 Recruiting Gateways Emerge

Trend 2 Inventory Principles Take Hold

Trend 3 Perfection Of "Do Nothing Recruiting"

Trend 4 Continued Rumors Of Consolidation

Trend 5 NASDAQ Crash Drives Profitability Up

Trend 6 Proliferation Of Job Boards Unabated

Trend 7 Explosion Of Trade Shows

Trend 8 The Recruiter Returns

Trend 9 Search For A Business Model Goes On

Trend 10 Consequences Of The Staffing Industry Crash

Trend 11 Internet Search Techniques Wear Out

Trend 12 Job Posting Explosion Goes Exponential

Trend 13 Enterprise Players Join The Fun

Trend 14 Job Board In A Box Business Opens

Trend 15 Traffic Development Techniques Deployed

Trend 16 New Ad Agencies Take The Field

Trend 17 Newspaper Wars Won By Surprise

Trend 18 Market Segmentation Multiplies

Trend 19 Referral Networks Try Their Hand

Trend 20 Alumni Networks Connect Ex-Employees

Trend 21 The Use Of "Communities" Expands

Trend 22 Emphasis on Strategy Rediscovered

Trend 23 Talent Markets Grow Slowly

Trend 24 Limits Of Tools Understood

Opening Remarks from the report:

Driven by market forces, the maturation of a variety of technologies and the ever-present labor shortage, the Electronic Recruiting Industry moved through a series of dramatic changes over the course of the past year. Shifts in the industry's capital structure, driven by the Spring "dot com crash", declining results caused by broad market acceptance, consolidation at the top end coupled with fragmentation at the bottom, and the economy's full throttle shift onto an information platform are a few of the underlying sources of change.

Still in its infancy, the Electronic Recruiting Industry has enlarged its scope and direction over the past year. Attracting market entries from companies as diverse as Peoplesoft and The Tribune Newspapers, the industry is blurring the distinctions between traditional staffing companies, newspapers and enterprise software providers. As more traditional HR companies in payroll, benefits, consulting, staffing, and Information Technology enter the market, they are joined by technical certification companies, publishers, pure technology ventures, personality assessment firms, investment operations (venture and investment funds), REITs and a multitude of other surprising entrants.

Alumni Networks, hybrid systems, referral programs, job boards in a box, recruiting gateways, labor exchanges, retention (internal recruiting) initiatives, talent markets and other new categories moved into the limelight this year. There was a concurrent explosion of trade shows, training offering and publications that catered to the new offerings and the emerging marketplace. Given the intensity of the recruiting problem and the enormous wealth available to the eventual winners, Electronic Recruiting is transforming a variety of traditional industries. In some ways, it may be better to begin referring to the industry as The Human Capital marketplace.

This report summarizes the top 24 trends that currently drive the Electronic Recruiting marketplace. Given the relative surprise with which an extended labor shortage has been greeted, these trends showcase the transition of recruiting from passive filtering to competitive sport. In the years to come, these 24 Key Trends will be seen as the launching point for a radically redefined industry. Increasingly, recruiting, whether for attraction or retention, is becoming the dominant reason for having a Human Resources Department.

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