12 Responses to "Review of the Fortune 500 Corporate Recruiting Blogs"
  1. “Why are so many Fortune 500 companies failing to take advantage of this medium to engage in online conversations with potential candidates and applicants?”

    That’s a very good question, especially considering that blogs are ideal if you want to (at least partly) avoid the incredibly formal “show-me-yours-and-I’ll-show-you-mine” exchange that normally takes place between applicant and employer. It’s a highly asymmetric exchange for the applicant, who hardly gets to ask any questions or find out more about the inner workings of the company.

  2. Shannon says:

    Thanks for the comment Cornelius. I plan on taking a holistic look to see HOW (if at all) these companies are participating in the conversations. I actually agree with what Rohit Bhargava just said in his latest post:

    A blog is not always the answer. There are some situations where brands may realize far more effect from participating in existing dialogue than in launching their own blog – and though it may seem like the default way to have your own voice in the conversation, sometimes it is more important to find other ways to participate rather than adding just a soapbox online for your own opinion.

    Not everyone HAS to have a corporate or recruiting blog. Frankly, many companies need to make internal changes first before they are really equipped to do it right and make it a productive forum – but participating in the conversations (not just monitoring them) is the crucial factor for me.

  3. Heather says:

    OK, first, I lurve that I am a category. I have arrived! : ) Thanks Shannon!

    Second, Rohit’s got it right. I was just talking about this yesterday. The conversation is the magic, blogging is just the medium. It’s a highly efficient medium (megaphone versus postcard), but it’s definitely not for everyone. I can pinpoint a number of reasons why a company should not blog (but rather choose a different method of conversing). So recruiters should stop letting people tell them that they should blog but examine *whether* they should and if they do, how to be effective.

    Often, I think we get excited about new techology due to novelty but forget to examine whether it’s filling a need (or extending a value proposition). Some things to think about WRT blogging: your corporate culture, whether you have the right people to do the blogging, whether jobs are crafted to allow for blogging, current state of your employment brand (online specifically), whether your candidates are blog savvy. It’s not a simple yes or no answer. And of course, I didn’t have the benefit of considering all these things before I started blogging (hindsight and all). Though I will say that I get pretty excited to find a good, new business or recruiting blog too.

    I look forward to seeing your thoughts on more of Easton’s posts about this.

  4. Bill Pearson says:

    Shannon – Intel has several additional blogs. Take a look at http://www.intel.com/software/blogs

    We started this effort around June and have been adding more bloggers as fast as we can recruit them. These blogs are focused toward the software developer audience.

  5. Dennis Smith says:

    I wholeheartedly agree with your statement Shannon (about participating in the conversation). Finding a way to at least do that, even if NOT through the medium of one’s “own” blog, is a starting point. The blog isn’t the end-all solution.

    As an example, I think Wal-Mart would have been better served by participating in the conversation first, before jumping out there with their own blog. Or at least one that has a diff look and feel.

    Good stuff, folks!

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