Jul 2, 2013 | Blog

R.I.P. Google Reader 2005-2013

Acquire the Right Talent
Optimize Your Talent Strategy

July 1, 2013 witnessed the end of Google’s popular Google Reader RSS feed. Google says it cancelled its service due to declining usage and a need to focus on other products, creating a vacuum of competitors looking to fill the void like Feedly, Digg Reader, or apps like Flipboard. The evolution of technology reminds firms of the constant need for innovation.

 

As Google pulls resources out of Google Reader to focus on other innovations more aligned with their strategic interests, Google competitors and smaller firms find themselves with an opportunity to seize market share and spin on products into an open market with a pent up demand.  Strategic minded HR leaders face the same opportunities to innovate.  Accepted practices and standard operating procedures develop and adjust over time, sometimes in unforeseen ways.

 

Smart firms observe the market for opportunities, looking to develop products and services the market wants but no one is offering or finding ways to innovate current products that can better meet the demand of today’s clients and consumers.  Creative candidates are finding ways to utilize technology to distinguish themselves from the competition as well like producing a 6 second Vine resume or writing a fake Amazon page resume. 

 

What can the firm do to innovate and distinguish itself from the competition?  How can the talent acquisition team appeal to tech savvy STEM talent in a shallow talent pool?   Consider the growing popularity of digital interviewing.   Most candidates already have experience in platforms like Skype and Google Hangouts so the move to a digital interview is a fairly organic process.

 

Join HCI this July 11, 2013 at 1pm ET for the webcast, Use Digital Interviews to Create a Personalized Candidate Experience.   Listen to Molly Weaver, Director of Talent Acquisition at Children’s Mercy Hospital, share a case study of her experience with digital interviewing and how it can offer unique and personalized candidate experience, boost the employment brand, and improve consistency and efficiency.