HR's Struggle with Web 2.0

Wow, This article hits dead on with my organization. From what I know. The process that is used to recruit candidates is through our UC Berkeley website. We post our open positions online for the public to see and hope for candidates to respond and submit a resume. This is the only time our department uses the web in the process to finding a suitable candidate. There is no active search through the web or through any possible means of marketing our open positions out to the public. There is no active searches on social networks such as Facebook, Linkedin, Myspace or any other kinds of social networking applications.  The way we keep track of the resumes submitted for a specific position is by manually filing them alphabetically, and by date of when the candidate contacted.  One of my projects that was given to me a month ago was sorting our resumes to see if we had contacted them for an interview by comparing the HR Director's Calendar to the resumes. We have filing cabinets filled with resumes. Even if we started to use Web 2.0 as a possible recruiting tool, our IT department and our school must go through many processes to get it approved. If the use of Web 2.0 applications were to be approved, that would same so much time, money, and be a lot more sufficient.