If you are going to win the war for talent you must continually be on the leading edge of knowledge. This means continuous and rapid learning about recruiting on chat rooms, list servers and through benchmarking. Some of the best recruiting practices actually were derived from outside of recruiting. You can learn a great deal from outstanding business practices such as product branding, customer response management, customer service and supply chain management. Recruiting is one of the few business areas that have no clearly defined strategies.
Most recruiters just do what they do without a written plan.
This can confuse managers because they don't know the goals or objectives of the plan. Whatever your strategy is, if it is to be effective it must first be communicated effectively to the managers and second periodic measurements must be taken to ensure that it's working and meeting its goals. Because of globalization and the need for speed most paper based recruiting practices are bound to hinder a company. Whether you use it for recruiting on the Internet , for market research, for gathering metrics or just for communicating with candidates technology allows you to do more, faster and cheaper. Incidentally top candidates, almost without fail, use technology extensively and they will judge your firm by how well and how often you use technology on your web site and during the recruiting process.