February 11, 2015   view past issues

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Being Honest or Being Quiet

Being Honest or Being Quiet

It’s the age-old problem with job postings. A customer posts an ad that only a brick could love. It’s so poorly written even the most desperate of job seekers wouldn’t consider it. So, what do you do: Be honest or be quiet?

Granted, some customers don’t want to be apprised of their shortcomings as job posting authors. They either don’t care or they’re too delusional to see the mess they’ve wrought. In either case, however, the outcome is the same: the ad fails to attract applicants and the customer blames you – not themselves – for the failure.

Therefore, the issue isn’t should you be honest – of course, you should (and you must if only for your own good) – but how. There are at least three options:

  • Devise one of those “strength meters” that you see for passwords and use it as a technology-based Best Practices prompt for job posters.
  • Put a human in the loop and contact posters when they submit ad copy that’s drivel.
  • Develop a set of Job Posting Best Practices and include them in your customer newsletter and on your site, then add a prompt to your posting process that asks each poster “Have You Checked Your Ad Against Our Job Posting Best Practices?”

Make the Customer Look Good

Each of the above strategies has their own plusses and minuses, but the larger point is this: at least you’re doing something to protect job posters from themselves (and improve the results your site is able to deliver).

That last point is increasingly important. With all of the alternative sources now available to them, recruiters have become especially selective when shopping for job boards. And like all good consumers, the chief metric they’ll use when deciding whether to patronize a site is how good it makes them look (even when they don’t deserve it).

Telling them how many unique visitors came to your site or even the page views for their posting matters less than how many people clicked on the Apply button. That’s how they get evaluated, and, as a consequence, that’s how employment sites will be, as well.

Are You or Your Company an Employment Services Innovator?

The Recruiting Service Innovation Awards area all new and all about you!

That’s right, the ReSIs have expanded the competition to recognize:

  • Talent acquisition providers (sites, apps and solutions)
  • and

  • Talent acquisition partners

as well as

  • the individuals who work for those organizations
  • and

  • the products and services they provide to their customers.

In short, we’ll now be celebrating both the Innovators and the Innovations in the online employment services industry.

The awards will recognize the Innovator of the Year for the following organizations AND the individuals who work for them:

  • Niche employment sites
  • General purpose employment sites
  • Association career centers
  • Digital media companies (e.g., the job board on a newspaper or magazine site)
  • Mobile apps
  • Cloud based solutions
  • Social media companies
  • Analytics & Big Data companies

A ReSI will also be presented to the Innovator of the Year among job board partners in each of the following categories:

  • Start-up company (operating for one year or less)
  • Small company (operating for more than one year and with up to 50 employees)
  • Mid-to Large company (operating for more than one year and with 51+ employees)

And last but not least, ReSIs will be awarded to products and services that represent Innovations of the Year as the:

  • Most Innovative SMB Solution
  • Most Innovative Social Recruiting Solution
  • Most Innovative Recruitment Advertising Solution
  • Most Innovative Mobile Solution
  • Most Innovative Cloud-Based Solution
  • The Most Innovative Big Data Solution

The ReSIs competition is open to all employment-related organizations worldwide. For more information on the ReSIs themselves and the nominating process, please click here.

To obtain a 2015 ReSIs nomination form, please contact Peter Weddle at

2015 IAEWS Spring Congress

The registration portal for the IAEWS Spring Congress is now open. Click here to make your discount registrations before they expire and to book your discount hotel rooms before they sell out.

The theme of the Spring Congress is “optimizing the recruiter’s experience”. As always it will offer speakers you won’t hear anywhere else, insights you can’t acquire anywhere else, and peer interactions that are one-of-a-kind.

The Congress will be held on April 25-26, 2014 in San Diego, California, just prior to and collocated with the SHRM Talent Management Conference & Expo. That means in just one trip, you can attend both the premier conference for your industry AND the premier conference for your customers. That’s making every penny, pound and euro count!

The IAEWS Spring Congress is open to all employment-related organizations worldwide that offer products and services to employers and recruiters. So, don’t delay, click here to reach the IAEWS registration portal.

Private Research Bulletin

It’s tough to keep track of what’s happening in the online employment services industry. Companies are being bought and sold, new technology and services are being introduced, partnerships and alliances are being formed, and alternative business models and strategies are being tested and promoted. All of the time.

Staying on top of it all is critical to bottom line success. But who has the time to collect and read what’s published at the multiple channels that report on such matters? And equally as important, who wants to read everything when only a subset of the information is likely to impact your business?

WEDDLE’s Research Bulletin – a private, monthly e-report – solves these problems. It uses a wide range of sources – both inside and outside the industry – to capture the latest news relevant to online employment and then curates that information to deliver what’s most important with commentary about why and what it could mean.

The WEDDLE’s Research Bulletin is a for-fee publication that gives you your own in-house research and analysis arm. It focuses exclusively on the online employment services industry and delivers exactly what you need to know in just four easy-to-digest pages.

For more information about the Bulletin and its cost, please contact Peter Weddle at

Book of the Month: Next Practices

Doing Better Than Best in Online Recruitment

Best Practices are so yesterday! They are sourcing and recruiting techniques designed for a time that has passed.

Next Practices are strategies and tactics for winning the real War for the Best Talent – the one your customers actually face today and will face tomorrow. They modernize recruiters’ approach to:

  • Job Posting
  • Social Recruiting
  • Candidate Engagement
  • Optimizing the Candidate Experience
  • Managing a Recruiter’s Career

so they maximize their success.

Written by former Wall Street Journal columnist and author, Peter Weddle, these short, straight-to-the-point essays can be read in five or ten minutes and still transport you to a whole new dimension in the state-of-the art for recruiting and sourcing talent.

So, make sure your customers avoid the dissatisfaction that inevitably follows when they recruit with yesterday’s techniques. Get Next Practices and help them achieve success in today’s and tomorrow’s competition for top talent. Click on the link to get the huge discount is offering on the book.