Tag Archives: e-recruitment

New Zealand Job Boards

In New Zealand, we are now seeing the proliferation of many new job boards. An attempt to take some of the market from the market leader, Seek, cut costs and provide a better product. The problem all of these boards have is getting brand recognition and then web traffic.

Seek have had another stellar year, lifting profit by 37% up to $76.3 million, up from $55.5 million in 2007. Seek have a low cost model and plenty to spend on marketing.

Companies can of course advertise on Seek or any board they chose to but it is always worth checking out the numbers. Compete and Alexa are reputable web analytics sites but most NZ job boards come up as “too little data”. Web analytics is not an exact science but it does give you some indication of traffic. Give it a try yourself –  http://www.myjobspace. co.nz comes up with 3,500 unique visitors compared to Seek’s 4,500, JobX 1.500. CVBank.co.nz, Spotjobs.co.nz have insufficient data.

TradeMejobs.co.nz and NZHeraldJobs  have no separate job listings so you cannot see their  numbers.

Seek appears to be no longer has the dominant position it once had.

Also these numbers do not tell you if the same people are now just searching on more job boards. It  doesn’t show where these people come from and can they work in New Zealand. The numbers are very low so the “Cloud Recruiting” ideas of Talent Pooling look far more compelling.

Image representing Alexa as depicted in CrunchBaseImage via CrunchBase

Companies who are advertising on job boards will find this fragmentation of the market difficult.  There are now company job boards, professional organisation job boards, print and other media, social networks, google adwords and a  number of specialist boards. In the US, companies just don’t know where to list. The boards all fragmented and now there are aggregators like Indeed that “scrape” all the sites and get all the jobs in one place again!

What it means for companies is more expense listing across multiple boards and also more time to load the jobs and to monitor them.  In New Zealand we still don’t have mass job uploader products like Broadbean that are available in the UK.

Niche New Zealand sites, that are already well trafficked like Geekzone have started attaching job boards to their sites. GeekZone has plenty of interesting, fresh  content and a strong user base. Geekzone has tied up with http://www.jobx.co.nz. but it is just a click through. Interestingly, the model of paying to list jobs is fast disappearing in the US.

There are a proliferation now of free boards that are attached to well trafficed sites. SapFans is for fans of SAP – very specific. I had great success and response using this job board.  A marvellous combination of high traffic, active users and free.

Like all advertising you have to go where the eyeballs are! Also if you have your own talent pool you shouldn’t need to  advertise on boards at all but be able to approach the right people when the time is right.

Here is an interesting article on this by Jason Buss “What if Job Boards became obsolete? . This article gives a good overview of the issues being discussed around Job Boards in the US, where the market is far more mature than New Zealand.

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MyJobSpace vs TradeMe – False Advertising

TradeMejobs.co.nz have won a complaint that they took to the Advertising Standard Complaint Authority about http://www.myjobspace.co.nz

Trade Me Complaint Upheld By Advertising Board

Trade Me has welcomed the decision of the Advertising Standards Complaints Board (ASCB) Panel to uphold its complaint against website http://www.myjobspace.co.nz  for claims that it had over 110,000 visitors per month.

“On the internet, businesses compete for visitor eyeballs.  To advertise inaccurate claims about visitors not only confuses the market it misleads consumers,” said head of Trade Me Jobs, Jimmy McGee.

My Job Space attempted to use sessions data rather than unique browsers to substantiate its claim.  Given consumers would reasonably expect ‘visitors’ to represent unique people, the ASCB Panel found their claim misleading.

In the Panel’s view the meaning of the word visitor was simple – one person was one visitor. Therefore the Panel concluded that a visitor was the person or individual who visited (Unique Browser), not the visits themselves (Sessions).

“The ASCB decision gives the industry – especially employers and recruiters clarity about the online job market and real online behaviour.”

The ASCB Panel agreed with Trade Me and concluded that the My Job Space advertisement was likely to mislead the consumer or exploit consumers’ lack of knowledge.  In particular the My Job Space advertisement breached the Advertising Code of Ethics rule of truthful representation.

“We believe in integrity in the fight for eyeballs on the internet.  Accurate use of terms and traffic claims are key to this integrity”.

It’s normal for the losing party to meet the complainant’s ASCB costs of $4700. Trade Me plans to donate the funds received from the win to the Canterbury Charity Hospitals Trust

Let’s Start at the Very Beginning….

What will this day be like, I wonder?

For most companies, human capital, talent, IP, brains – call it what you will – PEOPLE are the most important asset. The desks, chairs and computers are worth very little.

People are the essential element of success in your industry. Agreed?
It amazes me that most companies, especially Professional Services ones, do not have a talent pool.

Most companies don’t have any recruiting strategy, let alone a Talent Pool. They are not constantly looking for the best talent.
Recruitment is a knee jerk reaction when somebody hands in their notice. Now we start looking. An ad on Seek. Call a recruiter.  Your company takes who is available now.

The best people rarely have to look for a job and never need to contact recruiters. People find them. Other companies will be talking to your stars and as soon as they have had enough of you, it is very easy for them to move on. Are you doing this too? But before you can hire them, before you can encourage them away for someone else, before you can tempt them with exciting challenges and tantalising packages, you have to find them and court them.
Assuming that if you are reading this post, you will be looking for tech literate people -the Internet is now where they go hunting. It is a given that job searchers, looking on the internet have technology skills.

The Internet has caused a revolution in recruitment. It is cheap, it is effective, it is fast. It is a gift to the recruitment process. Technology can cut your costs and makes recruitment much easier.

People who are presently working for your competitors should know who you are. Make it easy for them to come to you. (If you are not being approached by good people, you need to have a good look at your employment brand, your navel, your company culture – but that’s another story). Some people though are coming in from overseas and will have no exposure or understand of your company.
So, how do you get started?
Do you want to find your own people, or do you want to outsource your recruitment? If you want to  outsource it, find a great recruiter and form an excellent partnership with them.
Assuming you want to be responsible for finding and nurturing excellent people to join your company where do you start?

Let’s do a simple check.
1. Does your company have a Talent/Jobs page on the web site?
By now, most companies already have a web site to advertise their products and services, The easy thing to do is to add a “We are Hiring!” , Careers, Jobs on the front page and a link to the available jobs and contact person within the company.
If you don’t have a Talent Page, get one. It is that simple. Have a look and see what your competitors are doing. TelstraClear, links it’s page to Seek directly which is one way to get started.
2. Can the top talent find your web site?
Can people find your company web site? Does your company come up high when you search for it under the obvious headings? If not you need to find out about having your site optimised. Strangely, you also should get the web addresses of all the close wrong spellings that people may search under. Whe
3. Are your current job openings posted on your web site?
Actual vacancies should have specific details of each job opening but make the role sound appealing. This is no place for the Job Description. Remember this is an advertisement. Is the listing current? You make a poor first impression if people apply for jobs that are no longer available. Take old jobs off the site when they are filled. The job list must keep changing if you want people to check it.
4. Do you have a general category for roles you hire frequently?
Many skills are so hard to find that a company will hire if they are approached by the right person, regardless of whether they have an actual current opening. You should keep a list of the general types of people your company hires. Also, describe roles with the titles for which people in your industry are likely to search under, not the title you use inside the company. Here is an example for  Fronde
5. Does your website tell prospective employees about the company, its products, its culture?
Does the website accurately reflect the culture of the company? The employment brand is a subtle and important to build. Not something to be taken lightly. This is a complex area and requires real work with both marketing and HR. Here’s a simple one by Atlassian and an awarding winning example by The Warehouse.
6. Is it easy to apply on line?
Applicansts do not want to spend an hour filling in a database for your company. Make it easy for them to apply, especially at the beginning of the process. Have a look at Telecom’s home page. Is it not obvious at all how to apply. Typing “Jobs” in the Search box leads you to this place. Helpful, friendly? I know it takes a long time to fill in all the forms.
Have you considered you will stay in touch with your applicants?
Have you considered how to handle the CV’s so you can search across them, keep them up to date?
There is software that will do recruitment administration. These are known as Applicant Tracking Systems. You will be spoilt for choice. All sizes, all prices.
7.Treat people carefully. Is there a personal email address available and phone number on the web site?
If you are bringing your recruitment in house and not using an agency, the reputation and view of your company starts at the beginning of the process. Do you want to look a faceless bureaucratic organisation from the start? Or warm, friendly and professional.

When exactly did I decide to use Cloud Computing?

Sun, Clouds n Eagles

I’ve been a using web based mail for quite a few years now. Gmail – it is on the web, the spam filtering is great. And best of all I don’t have to worry about having my PC stolen or hard disk fry as it is all backed up. Now, the rest of my IT life has moved to “the cloud” without me really noticing.

I switched my calendar early just recently to Google Calendar as I really like the ability to manage multiple calendars. This works well for me as I have to manage my kids diaries, and stay across with what the husband is doing. I got tired of their stuff cluttering up my diary. It will be great if our school will use Google Calendar Richmond Rd School is.
With Google Calendar I can book a meeting with somebody and not have it scramble up at their end as they are not on the same platform. This was a real problem when I was at IBM and using Lotus Notes.

How about organizing an event that all the invitees can makes comment and share until it is all sorted? Try using this for the class party – 30 families and their kids. Brilliantly simple. All decided andthen you just attach the Google Map so everybody can find the park. It doesn’t matter that the other people are not using Google Calendar they can still comment and be involved. People like the way the event gets put into their calendar automatically if they accept. I could go on and on as to how great this software is….

Google Reader for my RSS feeds is vital and more important to me now than flicking through the NZ Herald. The clever bloggers are way more interesting than the bulk of the junior reporters who now populate New Zealand news rooms.

Now that I work for myself, there really is no need to buy MS Office. Sure I will use it if it is given to me but I can’t see the point of buying it. As well as my personal stuff, I’ve shifted all of my work email and calendaring to go through Google. With Google’s new browser Chrome it goes like the clappers!

Word and Excel I use them most of the time very simply. Google Docs is great if you are working on a document with the same people but are not in the same company. So much easier to be able to all just update the same document. Sure, there is not the same functionality as Office 2007 but the ability to share is far more useful to me.

I am not an IT evangelist or an early adopter but I am interested that the process I am taking seems to be the same one that others around me – it is just easier and cheaper to move to cloud computing. Facebook to stay in touch with my friends, WordPress for my blog.

LastFM for keeping me up on cool new tunes. Zoho People for recruitment projects, Twitter to entertain me when I am working by myself, YouTube instead of the TV, Flickr for my photos– on and on it goes. In never made a decision to get into Cloud Computing – it just happened. As Malcolm Gladwell would say, Cloud Computing is tipping.

People talk about security and other problems with the Cloud. I am quite happy to go with Google for a few reasons. The products I use are good, reliable and simple. They do the job I require and they do it fine. So bit by bit as more Google products come along I am happy to try them out as well. As far as other products, same thing – they work fine.

Call me gullible and naïve but I think my real threat to my IT security is tipping my cup of tea on the laptop or having it stolen along with the car!

Next time I get a laptop it will be a Asus Eee PC will do just fine.

Social Media Community Manager

Many companies are now venturing on line, using Social Media to build their employment brand and to sell more of their goods and services. Going online is not enough though. Content must be generated if a company is going to leverage from its web experience.

In the US I have noticed a role the Social Media Community Manager – now this sounds like fun! From one Job Description I found…

As a given, a Community Manager needs to be familiar with and part of:Be responsible for setting up tracking and alerts for keywords specific to our industry, subscribing to relevant industry blogs, podcasts, and video channels, and to subscribe to certain topic categories on YouTube.

Be able to comment on appropriate blogs intelligently and accurately, bringing traffic back to the company blog. Monitoring the existing blog sphere by listening and commenting would be the bulk of duties to begin with.

Already have a blog of their own so know to create an audience

Facilitate conversations inside Facebook, Ning community or other relevant communities.

Often I sign up in Facebook, or LinkedIn or some other community and nothing happens. Nada. Build it and they will come does not happen on the internet. Build it and you have to work to get their attention is more like it! It is a slow romance not a one night stand! To begin with when people sign up,  they  are on the outside looking in. It takes a while until they get the hang of it all before they get more involved.  It is new members of a group to generate content and discussion, this needs to be created by the people who set up the Group or Blog or Twitter Group – Enter the Social Media Community Manager.

This role is relatively new in New Zealand. I found a few who are working in the government sector. A few communications managers are taking this role, some people with a PR background. There are some people in the IT sector have the technical smarts to understand what is required, but they also need to be able to write and have good marketing skills. No doubt the early adopters who are already across the space should and will get these roles (although, they may cringe at the thought of this, but look at it as a career option to justify all those hours spent on the Social Net!)

So if going on line is not enough, a company needs to think about this carefully before they start. Do you have the skills and time in house to start and maintain a vibrant on-line community? Your company’s reputation is very important both off and on line. There is so much noise aound this whole area, companies are jumping into it without really thinking about it at all and wondering why then nothing happens?

Companies also need to consider are they really ready for this onlineworld? The philosophy behind online communities is openness and honesty.

Does your company want to hear what your community honestly wants to tell you?

Will you respond and be proactive to suggestions that your community suggests?

From a recruitment point of you, are you clear with your employment brand and what you messages you are communicating?

How does the Social Net fit in with the rest of your marketing?

What is the purpose of the community you are creating?

Do you know where your potential audience already goes on line?

How big do you want to be on line? Or is it better to be small with the right people?

This discussion is taking place all over the web. I like this fellows take on it.