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Tuesday, October 31, 2006
Employers Beware: Interviewing is a Two-way street
In a sign of the reversal of power roles in the job market, a new survey from
myjobtips.com shows that job seekers change their opinion of a prospective employer based on how good an impression the interviewer makes during the job interview.
According to a new survey from
myjobtips.com of job seekers and their interview experiences, 90% of 20-somethings surveyed said that their overall image of the organization changed as a result of a recent interview experience. Of those who had a good interview experience, 54% said their impression of the company, its products or services improved. Of those rating the interview as less than good, 22% said it worsened.
"If you want to attract and retain good employees, the people interviewing your candidates have to be prepared and engaged in job interviews," says Bill Beairsto, chief executive of
myjobtips.com, an Internet tool that helps job seekers manage their on-line job search. "Bad interviewers can turn off not just the person they interview, but everyone they know. Our survey shows that more than 70% of job seekers would recommend a company to their friends as a result of their interview experience."
Job seekers were asked about their interview experiences in the past two years. The results include:
- 1 in 5 said the interviewer hadn't read their resume before the meeting
- 12% said the interviewer was distracted (answering the phone, leaving the room etc.)
- Nearly 1 in 10 reported being asked inappropriate questions or hearing inappropriate comments (about ethnicity, marital status, looks etc.)
- 4 of 5 job seekers said interviewers were professional and appropriate in questions and behavior
- 67% said interviewers asked excellent questions and probed to learn more about the applicant's skills
Companies also need to be wary of loyalty among their younger employees. 59% of respondents said they weren't currently looking for a job but were keeping their eyes open and would apply if the right job came along.
Labels: Industry News
Monday, October 30, 2006
Free Sourcing Tool search engine
Today the Fly releases
Talent Search, a search engine for
sourcing passive candidates. Find candidates from LinkedIn, ZoomInfo, Jobster and more.
Labels: Industry News, SEO tips
A cold day for Hell.com
Apparently, price is in the eye of the beholder.
The
Hell.com domain failed to sell this weekend during a live auction. No one met the reserve price of $2.3 million . According to the WSJ, the bidding got up to at least $500k. During the auction
Cameras.com sold for $1.5 million.
Other domains...
Sexeducation.com sold for $120,000 and
babies.net went for $26,000.
Flowers.mobi, an address with the new extension for mobile devices, went for $200,000, while fun.mobi pulled in $100,000.
Labels: Industry News
Friday, October 27, 2006
Monster teams with another newspaper
Monster and the Akron Beacon Journal announced they have entered into a strategic alliance that will bring online and offline recruitment services to employers and job seekers across northeast Ohio.
I guess the smaller markets are the only place they can go. CareerBuilder has all the big ones.
Labels: Industry News, Job boards
Thursday, October 26, 2006
Indeed Partners with Local.com
I just got a heads up that
Indeed.com the top vertical job search site, has added a new partner in the form of Local.com, a regional search engine.
Click here to see the integration.
This is a good pickup for
Indeed as they gain more exposure across the web.
Labels: Industry News, Job boards
Spherion survey: Social sites not for work
A survey from Spherion Corp. shows six in 10 workers report they would not post their resume on social networking sites such as MySpace, Facebook or Friendster for employers to see. However, employees don't appear to be ashamed of their online activities. The Fort Lauderdale-based staffing firm said 37 percent of respondents said they would not remove any content they have posted on their MySpace, Facebook or Friendster site, even if they knew their employer could see it. Spherion said 19 percent of respondents said they would post their resume on such sites, while a third would remove content from their site if they knew their employer could see it. (South Florida Business Journal)
Checkout accounting jobs, UK at AccountantCareers.co.uk.
Labels: Industry News
Wednesday, October 25, 2006
New blog about HR Metrics
Looking for All Metrics, All the Time? Then check out this new blog we've discovered.
HRMetrics.org grew out of a major book on HR metrics, Ultimate Performance: Measuring Human Resources @ Work slated for publication by John Wiley and Sons early in 2007. Using vast stores of research accumulated while developing the book, and incorporating what we learned from HR decision makers we have designed a site specifically and solely about HR metrics for HR leaders and practitioners. Our objectives include:
- Being the go-to source of HR metrics information
- Publishing HR metrics trends, initiatives, developments, and findings
- Providing an open forum to evaluate and, when necessary, debate HR performance metrics and metrics templates
- Developing and maintaining the HR Operations, Measuring HR @ Work Dictionary
- Developing and maintaining the Individual & Organization Performance, Measuring People @ Work Dictionary
- Promoting HR performance measurement across all industries and sectors of the HR universe.
HRMetrics.org is hosted and operated by
Staffing.org, Inc.
Labels: Recruiter Blogs
Tuesday, October 24, 2006
3 tales of recruiting
Here are 3 tales of recruiting from 3 different companies. From an article entitled "
New Tools for Frazzled Recruiters" in the WSJ.
Recruiting Scenario 1: Trovix ATS"It posted a help-wanted ad on several online job boards, directing candidates to apply to Trend Micro's internal careers site, which uses Trovix's applicant-tracking system. Meanwhile, Trend Micro used a separate program to search job sites for résumés of candidates who met the general criteria for the job but hadn't applied. This process yielded about 700 résumés -- 150 from direct applicants and the rest from scouring the job boards. In the past, recruiting managers might have had to sift through this pile by hand, a process that would take several days. Using Trovix, David Silverberg, Trend Micro's U.S. staffing manager, was able to identify the top 10 candidates in about 20 minutes."
Recruiting Scenario 2: NimbleCat"Résumé-screening services are especially handy for smaller companies that lack an HR department or a big budget for outside recruiters. Last year, David Ward, a technology consultant in Oakland, Calif., needed to hire a team of information-management experts for a project at San Francisco-based Visa Corp. Candidates had to have highly developed but extremely specialized skills, and the search tools on the big job boards either return too many candidates or can miss otherwise qualified candidates whose résumés might not contain the searched-for term. So he posted the job descriptions on the Web site for NimbleCat Inc., an online résumé-filtering service in Fremont, Calif. NimbleCat fields résumés from interested candidates and searches job boards for already-posted résumés. It then scores the candidates based on the recruiter's criteria and returns the top-scoring candidates. Mr. Ward began receiving scored résumés a day after posting the openings; within three and a half weeks he had hired all four members of his team."
Recruiting Scenario 3: LinkedIn
"That's what Ben Gotkin, lead corporate recruiter at Mitre Corp., which runs research-and-development programs for federal agencies, found this summer. The requirements for the job were pretty stiff, and he had been unable to turn up qualified candidates through job boards. So Mr. Gotkin searched through his extended network on LinkedIn, a social-networking site aimed at professionals. He found a woman in the Washington, D.C., area who was employed by another company but matched the qualifications perfectly. Mr. Gotkin asked people in his network to pass along an email asking the woman to contact him. Though she hadn't been job-hunting -- she didn't even include a résumé in her online profile -- it turned out that she was weary of all the travel her job required and eventually agreed to take the position at Mitre..."Labels: Industry News
Monday, October 23, 2006
Job.com goes down
I got an email from
ERE moments ago with an offer for 3 free job postings on
Job.com. When I clicked the link in the email for more details I got this;
Server Error
The server encountered an internal error and was unable to complete your request.
JRun closed connection.
Hate when that happens! I wonder if someone forgot to tell their IT department that a massive traffic surge was about to happen when the email went out! Would'nt be the first time it's happened to an internet company.
Labels: Industry News, Job boards
Talent war for online advertising pros
Soaring demand for online advertising is creating an all-out battle on Madison Avenue for people who can create or sell interactive ads. A shortage of advertising talent with digital-media experience is sending salaries soaring -- up as much as 60% in the past year, according to a new survey -- and making it hard for some smaller digitally focused ad firms to compete.
From WSJLabels: Industry News
HR Executive: a trade show wrapup
The premier destination for HR decision-makers from around the world, Human Resource Executive(R) magazine's 9th Annual HR Technology Conference & Exposition reported record-breaking results from its event held earlier this month from October 4 - 6 at Chicago's Navy Pier. This year's record number of paid attendees, 213 exhibitors, and more than 50 new product introductions, defined the conference as the largest HR IT trade show in history.Labels: Industry News
Wednesday, October 18, 2006
Recruiting Blogging's Motley Crew
The intrepid Recruiting Animal has just launched
Recruiting Bloggers.com
It's kind of a free for all about and for recruiting bloggers and the people who love them.
Here's to you Animal, may the wind be at your back in the cold Canadian tundra.
ps...nice picture of tyra
Labels: Other bloggers
Tuesday, October 17, 2006
New Job Board Blog: Savannah Jobs
Check out the
blog for Savannah Jobs which offers job seeker advice from a local job board in Georgia. They also operate other job boards including;
http://www.hiltonheadislandjobs.com/
http://www.blufftonjobs.com/
Checkout Las Vegas jobs at NV Job Search.com.
Labels: Job boards, Recruiter Blogs
Monday, October 16, 2006
New recruiter blog: Recruitment Flash
From the UK, they claim to be the un-recruiters.
From their about us page;
no-recruitment-consultants.com was born of the simple realisation that recruitment could and should be better. And not just for candidates, but for employers too. The founders of the company, like so many others, had been treated poorly by a succession of recruitment consultants over a number of years. Lying, nuisance calls, poor feedback, going on holiday at the vital moment without warning, nosey and unprofessional questioning, insistence on “finding the right match” only for completely the wrong opportunities to be slung your way – these and many other sharp practices are notorious in what is an unregulated industry. But for our founders the frustration of being lied to and messed around led to a strong resolve: to banish unprofessionalism from recruitment forever.
CollegeRecruiter.com offers the latest on internships and entry level jobs.
Labels: Recruiter Blogs
Thursday, October 12, 2006
ScrapeApe
This seems like a strange service to offer. I'm not sure why they charge for something that require basic webmaster skills to implement.
ScrapeApe.com (www.scrapeape.com) is a new tool that job boards across the country can utilize to receive job feeds of their clients job postings.
Naples, FL (PRWEB) October 11, 2006 -- ScrapeApe.com is a new tool that job boards across the country can utilize to receive job feeds of their clients job postings. Scraping or spidering jobs from a companies corporate career site can be a time consuming, frustrating and expensive task. ScrapeApe, which gathers and aggregates jobs from over 50,000 corporate career sites in the U.S. can eliminate the problems associated with developing, managing and maintaining scrapes on your own.
Here's the press release
Labels: Industry News, SEO tips
Tuesday, October 10, 2006
Only in America
Today's official news of Google buying YouTube makes me say 'what a country!'
Where else in the world can you take a year and a half year old profitless website and sell it for $1.6 billion to a pair of twentysomething web geeks. I'm jealous and astounded.
It reminds me of the dot com boom days when everyone chased that pot of gold. Is it me or did Google just overpay for 70 million unique users? I guess it doesnt matter that much anyway to a company with $10 billion in cash.
Hey Google, want to buy my job boards?
Labels: Industry News
Monday, October 09, 2006
New Recruiting blog found: David Kippen of TMP
This blog centers around recruitment advertising and is written by David Kippen of TMP.
David Kippen, Ph.D. serves TMP Worldwide’s Vice President, Global Brand Strategy. Dr. Kippen leads branding and communications initiatives for TMP Worldwide’s largest accounts, including Burger King, Catholic Healthcare West, Chevron, Coca-Cola, Dell, Intel, Kaiser Permanente, Microsoft and T-Mobile, with emphasis on integrating internal and consumer brand positioning, national and global employment brand portfolio management, intra-corporate communications and internal/external communications organizational structure and alignment. Labels: Recruiter Blogs
Friday, October 06, 2006
Top HR Products for 2006
HR Executive Magazine (
hreonline.com) just came out with their best HR products for the year.
Career Solutions' Education in Motion, an interactive voice-response tool designed to help companies screen and evaluate job applicants who lack access to the Web or do not have a resume.
eQuest's Prophesy(TM), an analysis tool designed to predict which job boards will be most effective for a job posting prior to a recruiter making a selection. Automatically reads the job criteria, searches and returns a list of job boards, thereby predicting the most effective boards for that exact job in that exact location. It also conducts a cost-per-click analysis determining best job board ROI.
HighRoads' Benefits Lifecycle Management (BLM) solution, version 2006, manages the complex and resource-intensive processes of sourcing, managing and evaluating large-scale employee health and welfare plans. Improves management of vendors, automates key benefits tasks, generates greater competition for bids and streamlines request-for-proposal (RFP) events.
HireRight's Extended Workforce Screening Solution, a software solution for managing the background screening of vendor and partner employees, temporary employees and independent contractors who have access to a company's facilities, data, personnel and information systems.
PayScale Inc.'s PayScale Professional, an online tool that gives instant access to current salary data that matches jobs and companies. Contains a unique search platform to enable salary comparisons with actual profile matches based on factors such as education, workplace skills, and length of service.
Resume Mirror's Enterprise Applicant Manager(TM) (EAM(TM)), delivers comprehensive applicant data management functions to automatically process, manage and respond to online registration and applicant submissions through the PeopleSoft Talent Acquisition Candidate Gateway.
Taleo Corp.'s Taleo Reporting and Analytics, software which provides a single source of workforce data to enable complete reporting and analysis -- from standard monthly recruiting reports to sophisticated workforce planning and trend analysis.
Trovix Inc.'s Trovix Recruit(TM), a web-based intelligent talent matching application and tracking system with built-in proprietary search technology. Combines intelligent search capabilities with a full-featured applicant tracking system.
VirtualEdge Corp.'s VE Pilot, software designed to drive talent pipeline performance by allowing recruiting organizations to build and share leads, manage opportunities, create marketing campaigns, forecast and engage talent.
Joint winners are
Lawson Software's Lawson Performance Management, software that provides an objective and comprehensive way to measure an employee's goal attainment and the specific behaviors that impact their overall performance, and Personnel Decisions International's (PDI) TalentView(R) of Performance(TM), an Internet-based survey that incorporates behavioral-level performance indicators commonly referred to as Behaviorally Anchored Rating Scales (BARS).
Labels: Industry News
Thursday, October 05, 2006
Web designs for Recruiters
If you need a professional looking web site for your recruiting business,
BuzzRecruiter.com offers some nice packages of professional looking web designs, for fairly affordable prices. Their packages give you room to emphasize your industry niche, background, client success, testimonials and more. Prices rang from $549 for a 2 page site to $1299 for a 6-10pg site.
You'll find risk management jobs on GlobalRiskJobs.com.
Labels: Industry News
Wednesday, October 04, 2006
State suing firm for raiding competitor's employees
Connecticut is suing a Nevada-based residential mortgage financing company, claiming its Milford office raided a competitor's employees and secret documents.
"Systematically recruiting for the purpose of destroying a competitor's ability to do business in the marketplace is an unfair trade practice," and violates state law, Attorney General Richard Blumenthal said Tuesday.
According to Blumenthal, CTX crossed the line separating a tough competitor from a lawbreaker when it recruited Danbury Mortgage employees to bring with them computer lists and other documents. CTX, which Blumenthal said opened a Danbury office staffed by the former Danbury Mortgage workers, used that information to recruit customers from its competition. Blumenthal and Department of Consumer Protection Commissioner Edwin R. Rodriguez filed the lawsuit against CTX Mortgage Co. in Hartford Superior Court. In addition to stopping the company from repeating the violation, Blumenthal said, the suit is intended to force CTX to surrender profits gained from its alleged actions against Danbury-based Charter Oak Lending Group LLC. He could not estimate how much money might be involved but said hundreds of customers were affected. Some of those customers' mortgage applications were switched to CTX, then closed at higher rates than negotiated with the original company, which does business as Danbury Mortgage, Blumenthal said. A representative from Charter Oak, which also does business as Greater Fairfield Mortgage, did not return a call for comment Tuesday.
In an e-mailed statement, CTX, a division of Dallas-based homebuilder Centex, wrote it was "surprised and disappointed" by the suit.
"We are confident that when the Department reviews and fully understands all of the facts and circumstances surrounding the matter, it will agree that nothing improper occurred. CTX is proud to be in the Connecticut marketplace, and is a firm believer in fair competition," the e-mail stated.
Link to story on CT Post
Labels: Industry News
Tuesday, October 03, 2006
Do You Use Cocaine? A Job Ad You Have to See
On my way out of a
7-11 in Hartford, CT this weekend I grabbed a copy of the local
Employment Guide. EG is usually filled with a lot of blue collar jobs and ads for trade schools but when I saw the ad below I did a double take.
Hmmm, paid participation? Reminds me of one of those crazy sounding ads you see Jay Leno make fun of on the Tonight Show.
Labels: Industry News
Sunday, October 01, 2006
Workforce Magazine Set To Launch HR Job Board
Workforce Management, the venerable HR industry magazine will be launching its own job board catering to human resource professionals. The site is scheduled to launch in early October.
Surprisingly, the announcement is only in their latest print edition (9/25/06). Their
website has no mention of the new endeavor.
According to the article the publisher is looking to take advantage of the more than 416,000 unique users to the
workforce.com website. Apparently users have been hinting they want a job board. The word "jobs" is most frequently searched on and some of the most frequently asked questions have been about "where can I post my resume?"
I wonder if
Workforce got the job board
bug after hearing the buzz from other job board owners at OnRec and IAEWS...? I remember seeing their editor speak. No doubt it will probably be "powered by" one of the job board providers. Maybe,
Boxwood?
Anyway, welcome to the job board landscape. Where niche sites are always welcome. Monsters need not apply.
Labels: Industry News
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