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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Breaking News
Today's Recruiting News Headlines
Featured Recruiting Jobs
Weekly
Article:
It Takes
A Community
Employment and
Economy Stats - New
Special Trials and Discounts
Recruiting
Polls and Trends
Layoffs and Downsizing
Report
Recruiting Essential Bookmarks
Upcoming Conferences
Site Of The Week:
TrueCareers
Diversity Center
Final Note - On The Lighter Side
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A Note From The Editor
Metropolitan Area Employment and Unemployment Summary
In August, 268 metropolitan areas recorded lower
unemployment rates
than a year earlier, 50 areas had higher rates, and 13
areas had rates
that were unchanged, the Bureau of Labor Statistics of
the U.S. Department
of Labor reported today. Twenty metropolitan areas had
jobless rates below
3.0 percent, with eight of these located in the South
and seven in the Mid-
west. Eight areas reported unemployment rates of at
least 10.0 percent;
five of these were located in California and two were
along the Mexican
border in other states. The national unemployment rate
was 5.4 percent,
not seasonally adjusted, in August.
Complete Story >>
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Breaking News
Help-Wanted Index is
Unchanged
The Conference Board’s Help-Wanted Advertising Index
– a key barometer of America's job market – was
unchanged in August. The Index remains at 37. It was 37
one year ago.
In the last three months, help-wanted advertising
declined in all nine U.S. regions. Steepest declines
occurred in the New England (-10.4%), Pacific (-8.9%),
West North Central (-8.4%) and East North Central
(-7.5%) regions.
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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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Featured Recruiting
Jobs
This section highlights
several recruiting related positions recently posted on
Recruiting Jobs. To view all jobs or to register
for a career agent
click here.
Looking to hire
recruiting professionals? Post a 60 day job
posting ad on RecruitingJobs.com for $225 and be
featured in Recruiting News.
Register
to post >>
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Weekly Article
It Takes A Community
By Peter Weddle
Online communities sell
stuff. That’s why eBay recently bought a 25% stake in
craigslist, the homegrown community site that began in
San Francisco in 1995 and is now flourishing in 45
cities in the U.S, Canada and the United Kingdom. Not
only does craigslist help people sell refrigerators and
used cars, it helps recruiters sell their employment
opportunities, as well. In fact, the site was selected
as a WEDDLE’s User’s Choice Award winner in 2004, which
means that it is among the 30 top job boards based on
balloting by job seekers and recruiters.
Outside the Internet, almost everyone participates in
a community, so we all have at least a vague idea of
what they are. Whether it’s a small town or a city
block, a neighborhood or a college dorm, we know where
our community begins and ends and what to expect inside
it. But, do those familiar notions also define a
community on the Internet? And, why are online
communities so effective at bringing buyers and sellers
together? If we recruiters can find the answers to those
questions, we’ll be better able to put online
communities to work in sourcing top talent.
 An
online community creates the same sentiment of
membership at a spot in cyberspace—a Web-site—that a
traditional community creates in the real world. When
people are present in the community, they feel as if
they are interacting with others whom they know and
trust. Although they may actually be acquainted with
only a few of the community’s members—their neighbors in
the real world and those with whom they exchange e-mail
online—they believe that all or most of its members
share a sense of belonging to the community and that
most will do what they can to help and support the
group’s members. In other words, the community gives
those who participate the experience of being connected
in a beneficial relationship.
That experience is what makes an online community
such a powerful recruiting platform. The familiarity and
trust that a community’s members feel for one another
extends to whatever happens there. They don’t give up
their consumer savvy or their self interest, but they
are willing to give more attention and credence to the
advertising they read and the offers that are made
inside the community. It is a “safe” environment, and
that sense of security predisposes them to pay attention
to and consider a job posting they would probably have
ignored someplace else.
How is this experience created? On the Internet,
communities often evolve from pre-established
relationships in the real world. Some of the most
effective online communities, for example, occur at the
Web-sites of professional associations and societies.
Others, however, have sprung up on the Internet and
exist only there. These include newsgroups and Web-sites
that focus on a specific cohort of the population, such
as veterans or those who share a common ethnic
background.
Regardless of their origin, all of these groups have
three characteristics in common. These characteristics
create the foundation for the community’s relationships;
they are the source of that sense of connectedness. To
be an online community, then, a site must be:
tribal—a place where people share and
appreciate a common outlook, background, interest, set
of beliefs or passion;
helpful—a place where they can get
information and support that is unbiased, candid, free
and with no-strings-attached; and
non-judgmental—a place where people believe
they can be themselves without the risk of criticism or
embarrassment.
When a Web-site establishes a “brand” that has all
of these characteristics, it is transformed into an
online community, a place where even the most passive of
candidates feel as if they have beneficial
relationships. That’s why association, college alumni,
affinity and other niche or specialty sites can
regularly connect us with high caliber candidates we can
only occasionally reach at a traditional job board. And,
that’s why some of the more progressive job boards are
developing communities of their own so that the best and
brightest will feel right at home on their sites.
How can recruiters use this information to improve
the quantity and quality of their yield online?
First, we can use the characteristics to find and
evaluate a whole new set of online communities for our
use in sourcing. While surveys now show that recruiters
normally post their openings on a number of job boards,
they also indicate that recruiters have yet to tap a
wide range of community sites. As with anything else,
however, there are good communities, and there are lousy
ones. Knowing what makes a successful community,
therefore, will help us to identify other craigslists on
the Web, where we can effectively sell our organization
to prospective employees. Sometimes that selling will be
done with job postings, and other times, it will be done
by online networking. Whatever the method, the more top-flite
communities we use, the greater our reach into high
value cohorts of the candidate population.
Second, we can use the characteristics to build our
own communities. While online communities operated by
associations and affinity groups will always be helpful
in sourcing good candidates, we have to share them with
other recruiters, including our competitors. We can
eliminate that disadvantage, however, by bringing some
of our most important communities in-house. For example,
if an organization is always looking for good
salespeople, it can give itself access to a continuous
flow of top prospects by creating a community for them
on its own corporate Web-site. To be genuine, of course,
the community must be tribal, helpful and
non-judgmental, so the recruiting staff will need to
involve select co-workers (i.e., some of the “A” level
salespeople in their organization) who can help to make
those characteristics the norm. That involvement
represents an investment, to be sure, but it is modest
compared to its return: a private, gated community where
you can sell your employer to the best and brightest in
the field.
Communities work because they provide an experience
that is familiar and comfortable. That experience, in
turn, creates a “halo of trust” which diminishes the
impersonal feel and potential risk of buying online.
Recruiters who understand and respect the core
characteristics of that environment will reach and sell
cohorts of the population that other recruiters can only
dream of.
About the Author
Peter Weddle is a recruiter, HR consultant and business
CEO turned author and commentator. He has authored seven
books, edited six others and published dozens of
articles in professional and trade magazines. He writes
a weekly column about online recruiting for
CareerJournal.com from The Wall Street Journal and a
monthly newsletter that is distributed worldwide. In
addition, he oversees
WEDDLE's Publications, the leading print publisher
of newsletters, guides and directories about employment
resources on the Internet. Known for their accuracy and
usefulness, WEDDLE's publications have helped to put job
seekers, recruiters and HR professionals on the
Information Superhighway to success. Indeed, the
American Staffing Association has called Peter Weddle
the "Zagat" of the online employment industry.
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Employment and Economy Stats
- New
|
Current Stats
CPI:
+0.1% in Aug 2004
Unemployment Rate:
5.4% in Aug 2004
Payroll Employment:
+144,000(p) in Aug 2004
Average Hourly Earnings:
+$0.05(p) in Aug 2004
PPI:
-0.1%(p) in Aug 2004
ECI:
+0.9% in 2nd Qtr of 2004
Productivity:
+2.9% in 2nd Qtr of 2004
U.S. Import Price Index:
+1.7% in Aug 2004
Source:
BLS.gov
(p) = projected |
Trends Unemployment Rate
5.4% Aug 2004
5.5% July 2004
5.6% Jun 2004
5.6% May 2004
5.6% Apr 2004
5.7% Mar 2004
5.6% Feb 2004
5.6% Jan 2004
Employment Cost Index
+.9% 2nd Qtr of 2004
+1.1% 1st Qtr of 2004
+0.7% 4th Qtr/2003
Change in Payroll Employment
+144,000 Aug 2004
+32,000 July 2004
+112,000 June 2004
+235,000 May 2004
+324,000 Apr 2004
+353,000 Mar 2004
+83,000 Feb 2004
+159,000 Jan 2004
Source:
BLS.gov |
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Recruiting Polls and Trends
Consumer Confidence Index Declines in September
The Conference Board’s Consumer
Confidence Index declined again in September, the second
consecutive monthly dip.
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Layoffs and Downsizing
Report
Recruiters Network has added
a layoff and downsizing report section to its
newsletter. This section can be a great leads source for
candidates.
More information on how to use this section >>.
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Recruiting Essential Bookmarks
3rd Party Recruiting Spilt Networks
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Other Useful Links
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Upcoming Seminars &
Conferences
Oct 6-9 - The
2004 NAPS Annual Conference
Oct 8 -
Recruiting In Cyberspace
OCt 12-15 - Strategic HR:
Aligning With the Business to Drive Results
Oct 20-23
Staffing World 2004
Complete calendar for upcoming
conferences and
seminars.
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Site Of The Week
TrueCareers
Diversity Center
To
respond to the overwhelming demand from employers
seeking to recruit diverse candidates,
TrueCareers, the leading
online job board for finding educated, diverse
candidates quickly and easily, has developed a
Diversity Center as part of its Web site,
TrueCareers.com. The Diversity Center is designed to
connect leading employers with qualified, diverse
candidates, and provides job listings and relevant
content for a diverse population of job seekers.
For
more information about the
TrueCareers
Diversity Center, please visit
www.truecareers.com/jobseeker/careerresources/diversity
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Final Note - On The
Lighter Side
Rejection Letter
Rejection
Dear HR Department,
Thank you for your letter of August 17th. After careful
consideration I regret to inform you that I am unable to
accept your refusal to offer me employment with your
company.
This year I have been particularly fortunate in
receiving an unusually large number of rejection
letters. With such a varied and promising field of
candidates it is impossible for me to accept all
refusals.
Despite your company's outstanding qualifications and
previous experience in rejecting applicants, I find that
your rejection does not meet my needs at this time.
Therefore I will initiate employment with your firm
immediately following graduation. I look forward to
seeing you then.
Sincerely,
Scott
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