Peter Weddle give some strategies for job boards in his latest newsletter.

"Use the right job boards in the right way. The data suggest that Internet job boards continue to be an effective route for connecting with talent in transition. They were three times more popular with our respondents than the second most cited job search activity.

The key to using job boards effectively, of course, is knowing which ones are most likely to attract the specific workforce cohort(s) you are trying to recruit. And that?s the rub. You have at least 40,000 boards from which to pick, and no single one of them can provide complete access to any one cohort. For that reason, I recommend a strategy called the 7:1 Method.

The 7:1 Method involves posting your openings at 2 general purpose sites (those that support recruiting in all professions, crafts and trades), 3 niche sites (one that specializes in the career field you are trying to recruit, one for the industry of your employer, and one that focuses on the location of your opening) and 2 diversity sites (those that focus on diversity in general or on a specific diversity group you are trying to reach). That 7-site formula provides you with optimum access to the full range and depth of the workforce and thus has the best prospects of yielding 1 great hire.

Add networking to the Career area on your company site. While job seekers feel that ads posted on your site are their third most likely source of employment, using them was selected by fewer than one-out-of-ten individuals. In contrast, better than one-out-of-six respondents felt they would land their next job by networking ? and not a single one mentioned networking online or at a company?s Web-site.

That disconnect between the popularity of networking and its absence online creates a huge opportunity for your organization. I?m not talking about using social networking sites; they were selected by fewer than 1% of our respondents. Instead, I?m suggesting that you re-imagine the Career area on your corporate site so that it operates not as a classified ad platform but as a venue for building relationships with employment prospects.

Certainly, you continue to post your openings on the site, but with this new vision, you also invite your visitors to stick around and chat awhile. How can you do that? Offer one or more blogs, bulletin boards or discussion forums to create a way for job seekers to communicate with you and with their peers online. The resulting sense of inclusiveness will bring them back over and over again and, no less important, stimulate them to bring their friends and coworkers by, as well."

Labels: Industry News, Job boards

Jim is Vice President of Human Resources for Thomas Nelson Publishers discusses the people side of the corporate life. His blog is called "The business of people".

Find call center jobs at Jobs In Call Centers.com.

Labels: Recruiter Blogs

Barbara Ling is the author of Recruiter 2.0 Marketing Musings, and "I specialize in turning TECHNICAL into SIMPLE for all aspects of Internet recruiting, Internet marketing and everything in between.

For the most part, you won’t find big huge complicated how-to's on this site. Nope, instead I’ll just be providing snippets and neat little mini-tips in all sorts of Internet and recruiter marketing areas….things you can immediately put into practice yesterday."

Labels: Industry News, Recruiter Blogs

Wow, I thought dot com IPO's were so year 2000. I wonder if they are profitable?

WASHINGTON, Nov 13 (Reuters) - Salary.com Inc., which provides on-demand compensation management products, said on Monday it is planning an initial public offering of as much as $50 million worth of common stock.

Thomas Weisel Partners LLC, William Blair & Company, Needham & Company LLC, Wachovia Securities and Pacific Crest Securities will underwrite the proposed IPO, according to an amended offering document filed with the U.S. Securities and Exchange Commission.

The Waltham, Massachusetts-based company said it is seeking a Nasdaq listing under the symbol "SLRY."

Labels: Industry News

Lots of blogs have their own job board. Now there's one specifically for bloggers, JobCoin. Of course you'll need the traffic to make any coin of your own. Revenue is a 70/30 split.

"The idea is simple, just get an account, setup a job board, set your price, add the widget or link in your blog.

JobCoin a free service, you need not pay anything to start a Job Board, but they will take 30% out of your revenue (i.e if you sell a job post for 100$, JobCoin will take 30$ and you’ll receive 70$). All payouts are made through PayPal."

Labels: Industry News, Job boards

Towers Perrin says these are the top 5 attraction drivers of employee satisfaction in the U.S.

1. Competitive Base Pay

2. Competitive Health care benefits

3. Work/life balance

4. Career advancement opportunities

5. Salary increases linked to performance

Get the latest on diversity issues in the workplace at Diversity Jobs.

Labels: Industry News

Joel's session from the Kennedy conference . It was standing room only. (42 min)

Labels: Other bloggers

Here's the second part of my recap from Steve Lowisz's Kennedy session. He gives some really good tactical tips.

• When calling a passive candidate for the 1st time your job is to gather information, not give it.
• Find out what they are interested in and don't lead with compensation.
• Do not grill them with a lot of questions.
• Build rapport & credibility...establish a dialogue.

Types of questions to ask in your initial conversations.

• I understand you are not actively looking right now but it never hurts to listen, right?
• I'd like to answer any questions you might have about our firm
• What types of challenges do you find interesting at this point in your career?

Sample script for scheduled conversation with a passive candidate. (when they call you back)

• Have the candidate describe their dream job...ask if that position exists at their current employer.
• Ask about the next career step for them inside their current employer-with what time frame? Will they have to relocate for that role?
• Remember that people usually quit their managers, not their jobs. Ask if management helps or hinders their advancement possibilities.
• Identify if money is the primary reason they are interested. If so, keep digging. if they'll move for cash they may stay for the counter-offer.

How to handle typical objections.

• "I'm really very happy here" to which you reply: "Thats great but on a scale of 1 to 10, are you at a 10? Could things be better?" ... if they respond with anything less than a 10 you say: "Perhaps the position I have could be a 10, lets talk about it".
• Or try this: "I'm glad you are happy-are you planning on retiring from your company then? If not, what does the career track look like at the company you want to retire from?"

Selling Your Opportunity
Steve's example on how to sell it.

"The role with my company is similar to what you are doing now, but what's exciting is that we are only hiring individuals that can accept new challenges as they travel along a very steep opportunity curve. We won't hire you if we only see you in this job. We want individuals that we can see moving up in the organization."

Understand their rationale
Passive candidates are typically more qualified, high achievers that would be "gold" for your organization. Different recruits require different processes.

Labels: Industry News

Ed Bradley died this week. As a fan of 60 Minutes, I came to respect and like this man over the years. He was a true professional and his industry has lost an icon.

During a commercial break of their tribute show to him tonight I began flipping through my latest copy of Workforce magazine when I saw an ad for the SHRM convention next year. Ed was to be a keynote speaker.

Sadly, we'll never get to hear him.

Labels: Industry News

McDonalds and Burger King are rumored to be outsourcing your order! Why pay someone mimimum wage to take your order when a guy can do it from 1000 miles away...can i get fries with that shake?

Labels: Industry News

Clickriver Ads is an advertising program - currently in beta - that allows businesses to place sponsored links on Amazon.com, next to search results and on product detail pages.... It's a closed beta at the moment.

This could be a significant traffic driver for many websites who utilize PPC. I wonder if advertisers will be able to place ads next to boolk categories or even specific book. That would be cool.

Labels: SEO tips

I sat in on Steve Lowisz's session at Kennedy where he dished the dirt on attracting & hiring passive candidates. Here's a brief recap of the important points. Steve is the CEO of Qualigence.

Part 1

The stats;

• only 15-25% of labor pool is actively looking for new jobs at any one time
• companies spend an average of 80% of their recruiting budget on traditional recruiting activities
• it may take 6-8 persistent phone calls to get a passive to call you back

Recruiting a passive candidate takes a sales mentality.

How passives should NOT be handled.

• Don't ask them why they want to work for your company
• Don't ask them to fill out an application or send a resume (initial contact)
• Don't lead the conversation with talk about compensation

How passive candidates SHOULD be handled.

• Sell! A passive candidate needs to be sold on your opportunity & company
• Keep all communications and documentation CONFIDENTIAL
• Focus on why the candidate should work for your organization
• Be persistent. Passive candidates need extra motivation to continue the process

Labels: Industry News

Just got back from the Kennedy conference. Saw Joel, Shally, Steve, John, JD, Tiffany, Dave and a myriad of other recruiting professionals. The 'bloggers corner' was a big hit. Joel and I were among the last to leave the Recruiting.com party at the loft. Found out later that Joel is a late night pizza eater.

Got back and saw in the Bugler that blogging is for the young;

RarePlay.com recently released findings linking age demographics with web board and blog usage. RarePlay identifies that roughly 73% of bloggers are under the age* of 30, with the median age for bloggers hovering around 25.2.

They obviously didn't count us recruiting bloggers. Most of us are 30+

Labels: Industry News

Todd Schecter is a Sr. Technical Recruiter with 8+ years of experience recruiting IT/Engineering consultants in the New England area.

Just launched in october. Go to blog.


*** Need candidates in Connecticut? Try AllCountyJobs.com

Labels: Recruiter Blogs

Last month at the Southern CT Chapter of SHRM dinner I was voted the Person of the Year in the HR Vendor category.

As the founder of a popular local job board, FairfieldCountyJobs.com, I beat out a number of other HR benefits/outsourcing firms to win.

I want to thank the chapter for giving me this award. For 7 years I have striven to build a business that focuses on the needs of the local HR community and it's truly gratifying to be recognized by my peers. I've come to know many recruiters and HR managers over the years and without their support and loyalty to my site I would never have achieved the success I enjoy today.

Thanks, SHRM.

Labels: Industry News

Chad is VP of Business Development for DirectEmployers Association, a non-profit recruiting leadership group.

He's been in the online recruiting space since the days of OCC, E-Span, Career Mosaic, HeadHunter.net, and The Monster Board.

Read the CHAD

Labels: Recruiter Blogs

I just read about a study from Practical Ecommerce magazine that says monitoring firms report that more than 95% of email is junk. Less than 4% is legitimate traffic, based on the contents of millions of emails.

Bummer.

Labels: Industry News

AIRS, the leader in candidate sourcing technology and training, announces the release of its 3rd Annual Job Board & Recruiting Technology Directory (an exhaustive resource for recruiters and human resource professionals) -- available by free download via www.airsdirectory.com.

Wilder, VT (PRWEB via HRMarketer) November 2, 2006 -- AIRS, the leader in candidate sourcing technology and training, announces the release of the 3rd Annual Job Board & Recruiting Technology Directory. This complimentary directory of general, niche and specialty job boards, also includes an extensive listing of technology providers delivering services for recruiters and HR professionals who need an all-encompassing, desktop-resource to make informed buying decisions. Throughout the year, the directory will be distributed free of charge to over 25,000 human capital professionals in virtually every major industry, including the majority of the Fortune and Global 500 companies.

The AIRS 2007 Job Board & Recruiting Technology Directory is the largest compilation of job boards, employment hubs and sourcing technology providers on the market. An easy-to-use 'yellow pages' style resource, the 2007 directory is organized into two major sections: job board listings and recruiting technology, and also includes sections on applicant tracking systems, career site hosting and cross posting.

Furst Person provides a call center simulation service to employers.

Labels: Industry News, Job boards

Check this out...

Universal Tube & Rollform Equipment’s website, utube.com, was inaccessible for most of the week, overwhelmed by millions of people looking for the popular online video site.

The company … got 68 million hits on its site in August, making it one of the most popular manufacturing websites.

The site shut down last weekend just before Google announced plans Monday to buy YouTube for $1.65 billion. A move to a new server didn’t help, but by late Thursday Universal Tube’s site was back up after the company added more capacity.

“We couldn’t work on it, couldn’t do anything,” Girkins said Friday. At least 50 customers called during the week to point out the problem, he said.

…The company is looking to sell the Web address and find a new home for its website even though the company uses the utube.com name to advertise to customers overseas, Girkins said.

I wish I had this problem. If they had recognized the opportunity this problem presented they could have made thousands upon thousands in Google Adsense revenues. $1000 a day on a site with that many hits is not out of the question, and thats probably a conservative estimate.

Labels: Industry News

I love Google's News alerts. They keep me updated on the job search industry.

Now in addition to traditional online news sources, they have added blogs to the mix. Just enter the keyword, and google will email you items with that keyword from blogs or other news sites.

This is great news for bloggers, keep those keyword posts coming!

Labels: Industry News, SEO tips