Description
The water industry is increasingly aware of the needto draw new talent into mission-critical jobs, especiallyas Baby Boomers retire. At the same time, publicexpectations regarding water quality, environmentalstewardship, and security continue to escalate.It is critical that utilities use Web 2.0, the newgeneration of information technology, to promoteworkforce development and to recruit today’s andtomorrow’s job candidates. This article presents specificexamples of how water agencies and organizationsare using new tools and technologies on their websitesand social media networks (e.g., Facebook and Twitter)to describe available jobs, their benefits, and the educationand skills necessary to obtain them; to marketthemselves as desirable employers and proactivelyreach out to potentially desirable candidates; and, toperform quality control and get feedback on theirrecruitment and selection processes. The authors alsoencourage collaboration at the regional and nationallevels to facilitate these efforts. Includes 16 references.
Product Details
- Edition:
- Vol. 101 – No. 8
- Published:
- 08/01/2009
- Number of Pages:
- 7
- File Size:
- 1 file , 470 KB
- Note:
- This product is unavailable in Ukraine, Russia, Belarus
