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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Today's Recruiting News Headlines
Recruiting
Metrics
Featured Recruiting Jobs
Special Trials and Discounts For Members
Polls and Trends
Weekly
Article:
How
to Pick a Recruitment Web Site
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week -
Human Resources Executive
- Free trade publication.
Final Note - On The Lighter Side
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Newsletter Sponsors
1.
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A Note From The Editor
Kennedy Information presents
an exclusive Interactive Audio Seminar on
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By Peter Weddle
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________________________
Today's Recruiting News Headlines
View HR/employment
news
headlines or our Recruiting
Newswire.
Please send us with your
press releases, news items, personnel changes, etc. Click
here for submission instructions.
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Recruiting Metrics
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Featured Recruiting
Jobs
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Special Trials And Discounts For Members
Below is a list of trials and discounts that companies
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5. Career
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Recruiters Network has
developed an extensive career site directory and many
have offered our members special discounts. Click
sites offering discounts and promotions.
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Polls and Trends -
New Trends
In the June Recruiter
Confidence Poll conducted by ExecuNet, 230 recruiters
reveal search professionals are expecting the executive
employment market to improve in the third quarter of
2003.
According to the survey, 55%
of recruiters report that business conditions in the
executive search industry improved over the past thirty
days. Many in the industry are expecting this growth to
continue — as 40% are somewhat confident and 26% are
either confident or very confident that the executive
employment market will improve in the three months
ahead. The percentage of recruiters that are confident
or very confident climbed from 14% just one month ago.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
________________________
Weekly Article
How
to Pick a Recruitment Web Site
By Peter
D. Weddle
Using the Internet is an increasingly effective
recruitment strategy when carefully integrated into a
broader campaign of experience-tested techniques.
Depending on whose numbers you accept, however, there
are somewhere between 10,000 and 100,000
employment-related sites currently operating on the
Internet and World Wide Web. It's a daunting task just
keeping track of them and an even harder challenge to
figure out which sites can best contribute to your
recruiting requirements.
The following two-step process can help you solve
both aspects of this dilemma. Step 1 involves an
environmental scan, enabling you to narrow the range of
alternatives you need to consider to a manageable
number. Step 2 provides you with a number of criteria
you can use to select the site or sites most likely to
maximize your return on investment in on-line
recruiting.
Step 1: Conducting an Environmental Scan
The goal of this step is to explore the universe of
recruitment Web-sites on the Internet and World Wide Web
to locate those which have the potential to meet your
recruiting needs. Obviously, you can do both the
exploration and the assessment yourself, but the rapidly
expanding and ever-changing nature of cyberspace makes
that a time consuming and difficult proposition.
Therefore, a more efficient approach is the
"guide-assisted scan" in which you use one or more
resources that have already done much of the legwork
involved in searching out and evaluating recruitment
Web-sites.
There are a number of such resources available,
including:
- CareerXroads (1999 Edition) by Gerry Crispin & Mark
Mehler;
- The Employer's Guide to Recruiting on the Internet
by Ray Schreyer and John Carter;
- The Internet Recruiting Edge (1999 Edition) by
Barbara Ling and;
- WEDDLE's Wildly Useful, Up-to-the-Minute Newsletter
about Internet Resources for Successful Recruiting.
All of these guides can help you to sort through the
thousands of on-line recruitment sites and narrow the
field for your consideration. Although each is different
from the other, they all provide information on various
sites' features and programs, services and products, and
fees.
Step 2: Selecting the Best Sites For Your
Recruiting Needs
Obviously some sites are better than others, either in
the general caliber and/or value of services they offer
or in their ability to support your specific recruiting
needs. The following criteria will help you evaluate the
alternative Web-sites identified in your environmental
scan and select the best for you, at this particular
moment in time and in the future, as new requirements
emerge.
General
- How long has the site been in operation?
- How many people, counted just once, have visited the
site in the last month? This figure, called "unique
visitors," is a relatively good measure of the potential
candidate pool likely to see your job posting.
- How many pages of information did the site visitors
open and look at? This figure, called "page views," is a
relatively good indication of how long people stayed at
the site, and therefore, the probability that they will
read your ad.
- What is the demographic profile of the "average"
site visitor?
- How is the information on visitors acquired?
verified?
Job Postings
- What kinds of jobs does the site typically post
(e.g., full time, part time, contract, contingent)?
- What is the fee to post jobs? do they offer special
deals?
- How long do the job openings stay posted on-line?
- Are jobs linked to a recruiter's Web-site if it has
one?
- Can candidates apply for the job or send their
resume to the recruiter directly from the job posting?
Or do they have to send their resume through the posting
site?
- Are the job postings also provided to other
Web-sites (e.g., to search engine home pages and
classified ad sites)?
- How many recruiters have posted jobs similar to
yours in the last 90 days?
- Does the site offer display or banner advertising?
- Does the site offer virtual job fairs or targeted
recruiting programs appropriate for your job opening?
Resume Postings
- How many resumes or candidate profiles are posted on
the site?
- What is the cost of accessing those
resumes/profiles?
- Are there any restrictions on who can post a
resume/profile?
- What are the primary occupational fields of those
posting a resume/profile in the database?
- How often is the database updated and purged of
out-of-date resumes/profiles?
- How are the resumes/profiles acquired (e.g., are
they posted directly by candidates or acquired from
other sites)?
Because you're using the same factors to describe all
of the sites, these criteria will enable you to set up a
good, old fashioned, side-by-side comparison test.
Although not exhaustive, they will provide enough
information about each site's relative benefits and
costs that you can identify the site or sites most
likely to meet your current needs.
Finally, in making your selection, keep in mind that
successful on-line recruiting is essentially an exercise
in managing eyeballs. The key is to post your job ad
where it is most likely to be seen by qualified
candidates and/or to search a resume database where you
are most likely to see them. Therefore, pick a Web-site
according to the following rule of thumb: big is good
(lots of eyeballs), little is bad (hardly any eyeballs),
but focused is best (the right eyeballs). The best site
is the one which attracts and holds the interest of
those Internet users who best match the profile of your
optimal candidate.
About the Author
Peter D. Weddle writes a
weekly column for Dow Jones profiling on-line employment
sites, publishes WEDDLE’S Wildly Useful,
Up-to-the-Minute Newsletter about Internet Resources for
Successful Recruiting and is the author of Internet
Resumes: Take the Net to Your Next Job (Impact, 1998).
If you’d like to read more of Peter’s columns and
articles, please visit his site at
http://www.weddles.com
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Recruiting Bookmarks
Netiquette articles
________________________
Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
Kennedy Information's Recruiting 2003 Conference and
Expo
Tactics for Today, Strategies for Tomorrow
November 20-21, 2003
Jacob K. Javits Center, New York City
Tactics for Today -- Strategies for Tomorrow
Learn from and interact with recruiters from some of
America's global business leaders.
Mention Recruiters Network
when registering for
early bird
discounts.
View
all upcoming conferences
->>
________________________
Site
Of The Week
Human Resources Executive
- Free trade publication.
Written primarily for
vice presidents and directors of human resources, the
magazine provides these key decision-makers with news,
profiles of HR visionaries and success stories of human
resource innovators. Stories cover all areas of human
resource management, including personnel, benefits,
training and development, HR information systems,
relocation, retirement planning, workplace security, and
healthcare.
Get
your free subscription >>
________________________
Final Note - On The
Lighter Side
A funny computer related
joke:
A blonde girl enters a store that sells curtains.
She tells the salesman: "I would like to buy a pink
curtain
in the size of my computer screen". The surprised
salesman replies: "But, madam, computers do not have
curtains....
" And the blonde said:..........
"Helloooo.... I've got Windows!!!!!!!!!!!!!!!"
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