Last night I had the pleasure of stumbling upon a iblog posting about the 21 HR Leaders in Web 2.0 (IE. Social Media, Twitter, Blogging Really).  I was obviously shocked to be included – especially considering if you removed ICIMS – there weren’t even 21 Leader’s Listed.  So – I would love to share with you their list and then round it out with a few others that are must follows for me!  My add’s are in Green

The ICIM’s iBlog List: w/my additions in green

1. Knowledge Infusion Jason Corsello, Jason Averbook and Bill Kutik SW: @bryonabramowitz

2.  iCIMS: Okay, blatant self-promotion here.  SW: Also check out the other ATS/TMS Vendors: @HRMDirect, @SilkRoadTweets, @taleoduncan

3.  ERE on Twitter, Todd Raphael , Scott Baxt and David Manaster SW: @KevinPlantan @DZittel

4.  @lruettimann AKA @punkrockhr SW: And can’t miss our new @cluelessatlove launching soon and totally unrelated

5.  @RecruitingBlogs - @johnsumser @callmeslouch SW: Don’t forget about all the tweeps behind the scenes @marenhogan @jdakers @milesj and all the other stuff they are doing over there!

6.  William Tincup -  @starrtincup SW: My favorite to watch from there on Twitter is the Miss @lallireese – she is about to have a very uncorporate birthday bash and if I was local – I’d totally crash it.

7.  Fistful of Talent:  Jessica Lee, Kris Dunn and Jason Seiden

8.  Glen Cathey AKA Boolean Black Belt

9.  @Recruiter Earth AKA Chris LaVoie .

10.  @PenelopeTrunk SW: This is not for the feint of heart.  She will reveal TMI – But I love it.  Also – check out her new boy toys projects over at @brazencareerist including @brazendan

11. Naomi Bloom

12.   Sarah White – SW: Yup – that is me and I didn’t even add myself to the list!

13.   Recruiting Animal

14.   Steve Boese

15.   Cheezhead, of course SW: I love that it said “of course” like how can you not include joel.

16.   Sharlyn Lauby

17.   Lance Haun

18.   Renegade HR SW: Believe it or not – he has a name that isn’t Renegade HR – It’s Chris Ferdinandi

19.   HRM Today

20.  SW: @EWMonster - He makes me tired just watching how busy he is – Yet always finds times to do really funny, industry related tweeting.

21. SW: Susan Burns – She is always though provoking and professional with a little bit of sass mixed in.  Her constant demand of everyone to look beyond the norm has personally challenged and developed me into being a better thinker on a variety of topics.

22. SW: @TheRecruiterGuy – (I can’t believe I forgot this) – one of the coolest ones around and innovative in terms of video blogging, interactive/mobile recruiting and just being an all around awesome guy!!Basically whatever is coming up in blogging and social media and recruitment – he is already on it.   Don’t forget to checkout his blog too!

There are likely a thousand more I could list off, but I just wanted to modify the original 21 –  Who else (that I am missing) do you follow and see as a leader in Web 2.0 (even though I hate that phrase)

In a late night posting (10:49 pm) ERE released an article about the financial results of both Monster and Careerbuilder/  Both job boards saw major drops in revenue in the 2nd Quarter – Careerbuilder by an astonishing 31% but still looking better than Monster’s 37% drop.  On the plus side – even with the loss, Monster still beat analysts expectations.

Want to read more about the details and financial information – Click here to read the ERE article by John Zappe.

After reading the posting a few days ago on the HR Technology Vendors increase in revenues – it makes you wonder a little bit about what is going on with the job boards.  At first glance you can blame it on the basics – economy, high unemployment rates, companies not hiring…But the reality of the situation is that the traditional job board model is likely going to be phasing out in the coming years.

What makes me think that?

1.  Job Board Aggregators – If they can fix some of the ease of use issues they have – sites like indeed.com and simplyhired.com will undoubtedly be the best resource from a candidates perspective.  No more having to search a number of individual job boards and company career site.  Simple. Effective.  From a company perspective, these aggregators run on a more PPC cost model and so for many organization they can be listed on this site at no charge to their company.

2. Social Media -Sites like Twitter, Facebook, LinkedIn have become the new place where people can be found.  For companies, the cost to advertise & brand is next to nothing.  New middle-man products (and some ATS’s) that are on the market allow for quick distribution to a number various social media sites for less than a fraction of a traditional job board posting.  With this market (or any market, actually)  you are more likely to reach the passive candidates on this route than the traditional job board.  Why does that matter? Because you can target more specifically and waste less time on people you don’t really care to look at anyway.  (In the slightly further future – it will be transition to mobile recruiting and the interaction via SMS that will make the difference - read my thoughts on that here)

3.  Customer Experience – Just like with our own branding and candidate experience programs we implement in our organizations – the customer experience at some of the other, niche boards is well, better.  They are more responsive and more forward thinking than many of the big guys.  Stop focusing on how to add more sales and revenue – instead look at the value you can bring to the community you are working in.  Building the trust and value in your brand will lead to better sales.

Don’t believe me?  Lets take a look at Jobing. I first came across Jobing.com in Phoenix while I was working on a Consulting Project with a major Financial Institution.  I was brought in to design a recruiting process separate from human resources and roll it out to the various regional HQ’s.  My roll out in Phoenix happened to coincide with the Jobing.com job fair that attracted thousands upon thousands of candidates.  No big deal you are thinking – but at the time, the Phoenix market had close to a 2% unemployment rate.  So, how were they able to do that?  They provided value to attendees by offering interview training, resume review (complete with computers & printers to make new ones if needed) and more.   One thing I also was alway intrigued with by their strategic plans was to build a relationship with one market at a time – don’t try to take on the whole world at once.  It worked.

So – what else is Jobing doing that is keeping their clients coming back and using them as the main resource?  (Hey – Monster & Careerbuilder, you may want to take note)

1. Social Media – I think it is because of the nibleness and entreprenurial spirit of the company – but they adapted social media fast and furiously.  In fact they have close to 1000 twitter accounts – including the CEO @jobing, all 38 of the regional markets they are in, and a variety of other employees.  (I follow @thatpassionguy their social media manager, myself).  In itself – that is no so new and different – but this is:  They have created twitter accounts that tweet out jobs based on location & industry so confidential job seekers can just follow a particular twitter handle and get information real time!  (Ex. @phxhealthcare would be healthcare related jobs in Phoenix)
2. Blogs. Jobing.com offers members of the community the ability to blog on their website – creating a built in market for smaller organizations (the majority of ones that actually hire)
3. Superior Customer Service – They stay individual market focused with a full team at each location so you talk to people you may actually meet.  In today’s crazy online world – it is a unique characteristic.  They also LISTEN to suggestions from both their companies, employees and the candidates as to what they are looking for and then try to implement change QUICKLY.

But, if  you are so inclined – let’s keep up the conversation that the major job boards biggest issue right now is the economy.