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Job Resource
(October 9, 1997) Job Resource is an interesting new competitor in the job posting / job matching / resume database sector. Quietly building momentum in the college marketplace, the service has been building credibility prior to a broad launch. With over 3200 fresh resumes in their database, the site offers access to an interesting group of entry level candidates. They describe themselves best:
Students from various
schools submit resumes while new companies are also adding their names to the growing list of
recruiters. We remove old resumes to ensure that we keep having the largest database of fresh
college resumes around.The Job Resource was started by a couple of students from Stanford University in 1996; it went
live (online) on September 28. Our mission: To match employers with the most qualified college
graduates and to help students obtain interviews, internships, and full time jobs.
This service is available to anyone and is provided free of
charge.
Like most free job ad services, the economics of this operation are unsound. Use them with some caution.
Places To Post
(October 8, 1997) Although posting jobs on a targeted-audience website is often more effective, it does tend to be a bit costly. When you need to watch your budget, or if your job opening might not require advanced skills, consider the free posting sites. There are several sites on the Web where you can post job openings for free. Some of them are noted below. We have not included regional sites, although some do exist. A simple search will find them for you if you're interested.
- America's Job Bank (AJB) has been accessed more than 1.5 million times over the past 6 months. It links 1,800 state Employment Service offices and provides job seekers with more than 100,000 active job opportunities. Registration is required and takes about 3 days for AJB to process. But, then you may post jobs free of charge. Registration is limited to U.S. employers, employment agencies, or other organizations that offer jobs and do not charge job seekers. Each job order you have needs to be posted separately. If you also want your company's name to be listed as one who has jobs to offer, there's a separate form to be filled out.
- Beyond Asia, a horribly slow-loading site, is nonetheless a good place to post positions that require Asian-speaking or Asian-related skills. You can post free for 30 days.
- Boldface Jobs lets recruiters, agencies, and companies post up to 10 jobs at no charge for 30 days. Postings are immediately added to the database. There are more than 3000 jobs listed in a variety of industries, but none of the postings are dated.
- Career Shop has loads of annoying frames, requires you to complete a detailed login screen, but has several hundred openings and close to a thousand resumes. For a fee you may join and receive additional services.
- Direct Marketing is a small site specializing job offerings for and resumes of direct marketing professionals.
- Head Hunter posts hundreds of new jobs on a daily basis. Jobs are never more than 45 days old and resumes are never more than 90 days old. You need to complete a brief registration form before posting a job. Headhunter asks that the jobs you post be real jobs.
- Job Center at Stanford University is a clean, easy-to-navigate site administered by students. There are 433 companies who have posted job openings.
- MBA Resource is a place to start if you have a job for a business school grad.
- Medzilla is an extremely small site that specializes in jobs for well-educated biotech personnel.
- Resunet, with ties to Resume World and Career World, is a site difficult to browse, but one that claims great exposure.
- Yahoo's Employment Classifieds, arranged by metropolitan areas and state allows you to submit ads by job functions. It requires you to register in order to obtain a free mailbox at their site.
Build Your Own Network
(October 7, 1997) Two new interesting entrants underline the importance of having a broad relationship with a pool of candidates. Environmental Careers Organization (ECO) and Plug-In offer alternate takes on the art of using career information as the heart of an attempt to bridge the gap between recruiters and potential candidates. (You might remember that this sort of niche play was pioneered by both a liquor company and a trade magazine.) ECO brokers relationships between environmental professionals while Plug-In helps "artists" develop their careers.
ECO is much like Career Magazine but focuses clearly on the environmental niche. Plug-In is a flashy piece of work that gives aspiring professionals the opportunity to showcase their talent.
Both offerings place candidates at the center of their world view. In an era that features candidate shortages, these two sites offer interesting alternatives to the run of the mill job posting / resume database sites that are so clearly a part of the first generation of Web Recruiting tools.
Plug-In, centered around a chat/discussion area features a very helpful site map.
Leveling The Playing Field
(October 6, 1997) Many of you probably received the latest missive from the Recruiter's Online Network (RON) comparing the RON with Net-Temps. Essentially, the piece (titled Dare to Compare) made the following points:
Annual Cost:
Newsgroup Postings:
Newsgroups Posted To:
Our comparison of the two services showed:
Total Postings:
Inbound Links (for Traffic):
Obviously, the two services are neck and neck in terms of Usenet postings over the course of their lives. They both offer recruiters access to the massive distribution of Classifieds 2000. They both seem hell bent on making DejaNews the dominant jobs listing site on the Net.
With over 1,250,000 jobs listed in its database, DejaNews totally Dwarfs all of the other services. In fact, many of the other job listing services rely on Usenet Postings to fill out their jobs databases. DejaNews offers superior service in this regard. Its search engines excel. After all, DejaNews is in the search engine business.
To round out a comparison of the two services,
Best Additional Feature:
The two are equal in terms of
posting volume and relative ease of use. (It's worth pointing out
that Net Temps does offer bulk
uploading of jobs.) A purchase comparison comes down to
price and traffic. Since
neither service discusses its traffic in public, we make
the following offer:
We'll happily publish auditable numbers describing the
relative traffic of Net Temps and RON given the following definitions:
Given that both services seem to reach similar numbers of off site eyeballs, the value difference has to be traffic to their sites. In this tightly competitive market, the price difference (which appears to make RON a great bargain) will show up in the marginal traffic each delivers through their website. With the posting of this article, we've sent email to Greg Booth, president of Net Temps and Bill Vick of RON asking that they make the details of their value public. Let's see who responds! (You might want to click on their links and send them mail encouraging their response. Our industry will be very well served by having quantifiable details across the board.)
The aggressive competition between RON and Net Temps underscores a current trend. Job postings are an increasingly ineffective way to conduct online recruiting. For a service to make a real economic difference, it has to offer additional value to purchasers. With over 2 Million total online job postings centralized in services like DejaNews, Classifieds 2000 and Yahoo!, the ongoing demographic transformation is really showing its influence.
In times with many more jobs than candidates (the next 100 years), the question becomes: "How do you deliver the right eyeballs?" This is where services like DICE, with its relentless emphasis on the job hunter, really shine. DICE offers its members access to an observable and identifiable candidate pool. Although DICE's effectiveness is limited to technical disciplines, the market is wide open for companies that offer value to candidates within niches.
We imagine a future that includes thousands of websites with millions of job postings each. In that sort of world, what will differentiate the job sites? Most likely, it will be the delivery of a continuing stream of value to candidates and potential candidates. In that world, you'll have to compensate candidates for considering your offering.
Recruiting Online:
Options and Search Techniques
(August 05, 1997): We will be delivering an intensive two day seminar around the country. Designed for Staff Recruiters and Researchers, the seminar covers the basics of Electronic Recruiting and Search Techniques. Graduates of the 2-Day Seminar receive
- A CD Chock-Full Of Net Software and Tools
- $2,000 In Special Offers From 5 Online Recruiting Services
- A One Year Subscription ($395 Value) To Our Protected Web Site
- All Course Materials
|
Oct 06-07: Atlanta Oct 09-10: Orlando Oct 16-17: Metro DC Oct 20-21: New York City |
Oct 23-24: Philadelphia Oct 27-28: Boston Oct 30-31: Los Angeles Nov 03-04: San Francisco
|
Advanced Internet Recruiting Seminars
(August 05, 1997): We will be delivering the Advanced Recruiting Seminars again in December. The schedule is.
|
Dec 01: Houston Dec 03: Atlanta Dec 05: Metro DC Dec 08: Philadelphia Dec 10: New York City |
Dec 12: Boston Dec 15: Chicago Dec 17: Seattle Dec 19: San Francisco
|
Click here to learn more about the Advanced Recruiting seminars. Class size is limited to 30 per seminar. The seminars run from 9:00AM to 4:30PM and are designed for owners and managers. Take a look at a list of companies who have been to the seminars.
See a detailed index of our past issues
The past 32 months of the
1. Finally, clear the resumes off my desk
We know what you're up against. And we've got the answer.
Hodes iQ, brought to you by Bernard Hodes Group.
From adopting our talent management system or enhancing your own system to providing new sourcing strategies on the web, we have proven solutions to make your recruiting enterprise better. Find out how Hodes iQ and Hodes iQPost can help you in the new year and beyond.
Put Hodes iQ to the test.
Call 888.438.9911 or visit
http://www.hodesiq.com today.
"Recruiter's Resolutions For 2003:
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2. Take a speed-reading course to get through resumes faster
3. Find three new places to source good people
4. Lower cost-per -hire (make that, determine cost-per-hire...then lower it!)
5. Find a talent Management system to help with all of the above.
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