THE TECHNACIOUS RECRUITER NEWSLETTER

May 3, 2007   view past issues

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Feature: The Lessons We Can (and Can’t) Learn from Other

Over the past ten years, many employers have made significant investments in application tracking systems (ATS). They bought this technology in order to work smarter. ATS vendors told them that it would improve their operational efficiency and financial productivity. In other words, these systems would help them manage both the acquisition and distribution of resumes and the tracking and allocation of their online recruitment advertising spend. The first objective has probably been met. The second clearly has not. Employers cannot track applicants with their applicant tracking systems.

How can I make such a statement? Ask yourself these questions:

  • Do you want to spend your recruitment advertising dollars in the best possible way?
  • Do you track the source of your applicants so you know which job boards are delivering the best candidates?
  • Do you make investment decisions based on these data? In other words, do you spend more money on those sites that deliver the best candidates and less or no money on those sites that aren’t measuring up?
  • If you answered “Yes” to all three questions, give yourself a pat on the back. Last year, we recruiters invested over $1.75 billion in online recruitment advertising. That’s real money in anyone’s book, and I believe it is our fiduciary responsibility to spend it wisely. Making smart investments, however, requires accurate data, so ask yourself this additional question:

  • How much of your recruitment advertising budget did you invest last year in the job board called Other?
  • If you answered “None”–as I hope you did–your ATS has let you down. Why? Because more often than not, Other is the response selected by job seekers when your applicant tracking system asks them where they first saw your job posting. That’s the state-of-the-art in applicant tracking by applicant tracking systems. They ask job seekers to give you the answer. They use drop down windows with incomplete lists of job boards and the memory of job seekers to generate the data on which you’re relying to make your investment decisions.

    It’s bad enough that they limit the sources candidates can select when indicating where they saw your ads, but it’s inexcusable that they have ignored the available tagging technology that would replace the job seeker’s memory with a truly automated solution. Why should their systems be better? Consider the results of a study done by AllRetailJobs.com. It surveyed over 63,000 job seekers to determine how many could accurately remember where they saw an employment ad posted online. A staggering 83% got it wrong … and that’s the data your ATS are handing you.

    What’s behind such blatantly inadequate system designs? If you ask ATS vendors, they’ll blame it on their customers. They claim that they have a long list of upgrades requested by employers, and getting accurate candidate sourcing data has never made it anywhere near the top of the list. Said another way, they don’t believe you think making smart recruitment advertising investments is all that important.

    What should you do? Let ’em know they’re wrong. If enough employers call their ATS vendors and voice their dissatisfaction, we’ll see this problem fixed and fixed fast. How important is that? Very. You can’t win the War for the Best Talent unless you know the best job boards for the talent you’re recruiting.

    Thanks for reading,

    Peter

    P.S. Remember what you learned in kindergarten: It’s nice to share. Don’t keep WEDDLE’s to yourself. If you like our newsletter, please tell your friends and colleagues about it. They’ll appreciate your thinking of them. And, we will too!


    This Issue’s Sponsor: RES

    This issue of WEDDLE’s newsletter is brought to you through the generous support of RES.

    Request Your Complimentary Staffing Scorecard

    Do you have a World Class Staffing Function?

    There are five (5) cornerstones of Human Resources and Staffing that when fully optimized will create a world class staffing organization.

    RES has developed a unique scorecard that will enable you to see where your strengths and areas of opportunities exist.

    By analyzing the results from this scorecard, you will see what areas your company performs well and where initial focus is needed to drive the organization towards becoming world class.

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    Section Two: Site News You Can Use

    The Better Sleep Council reported that close to four-in-ten workers don’t get enough sleep at night and that their fatigue is a leading cause of dissatisfaction on-the-job. As if that weren’t bad enough, a recent study by the Institute of Medicine found that sleep-related fatigue costs employers $150 billion annually in absenteeism, workplace accidents and lost productivity. What can organizations do to correct the situation? Well, of course, some supervisors think excessive time on-the-job is a sign of loyalty and hard work, so they routinely reward those who spend 50, 60, 70 or more hours in the office and overlook others who get the job done, but spend less. That misconception can be corrected with training, but only if senior leadership is supportive. Top executives must monitor managerial behavior and model good sleep habits themselves. But, even that might not do the trick. Why? According to mattress manufacturer Tempur-Pedic International, getting a good night’s sleep ranks just below losing weight on the list of things people know they should do, but seldom get around to doing. It’s not enough, therefore, to educate supervisors and senior leaders about the importance of sleep; you must wake employees up to that fact, as well.

    The employment site formerly known as CollectionIndustry.com announced that it has changed its name to JobsInsideARM.com. The site was selected to appear in WEDDLE’s 2007/8 Guide to Employment Sites on the Internet. It serves job seekers and employers in the accounts receivable management (ARM) industry. Its services include recruitment advertising at $109/ job posting, which also provides access to its resume database, and banner ads.

    TheLadders.com introduced RecruitLadder Premium, a new recruiting solution for HR professionals. Launching this month, it enables recruiters to manage multiple openings simultaneously, search its candidate pool by zip-code and radius from job location, concurrently correspond with multiple candidates, and save candidate information for use with future requirements. The service also provides employers with a way to promote their employment brands through customizable profile pages and actually gives them access to live human support (by e-mail or telephone) when they need help.

    Yahoo! HotJobs opened registration for a free, one-hour Webinar that will feature WEDDLE’s Publisher, Peter Weddle. Entitled Search Marketing: Reach Beyond the Job Board, the program will explore the challenges of attracting top talent in a tight labor market, including insights into using innovative, new online recruiting techniques such as search marketing. It will be held on May 23rd at 2:00 p.m. EST/11 a.m. PST. To register, click on the link above.

    WEDDLE’s continues to accept reservations for the remaining four programs in its 2007 Spring-Summer Training Series. These sessions are delivered via toll-free audio conference so they are extremely convenient. You get the PowerPoint slides for each program in advance, and on the day of the training, you simply dial in and have the presentation delivered right to you. All of the programs, which are presented by WEDDLE’s Publisher Peter Weddle, are listed below:

  • Completed: Best Practices in Sourcing Passive Prospects Online
  • Completed: Building a Corporate Career Site to Attract Top Talent Sponsored by Bernard Hodes Group
  • May 15, 2007: The Sum & Substance of a Great Employment Brand Sponsored by Bernard Hodes Group
  • May 30, 2007: Blink Recruiting: Getting to “Yes” Fast With Passive Prospects
  • June 11, 2007: Transforming Your Resume Database into a Candidate Gold Mine Sponsored by Bernard Hodes Group
  • June 21, 2007: A-to-Z in Best Practices for Online Recruitment Advertising
  • These are great learning opportunities that are within the reach of everyone’s budget. Even better, if you:

  • Sign up for two programs, you get a discount.
  • Sign up for four or more programs, you get an even bigger discount.
  • Registrations are limited, so reserve your seats now. To get pricing information and sign up, please call WEDDLE’s at 317.916.9424.


    Section Three: Site Profiles

    Site Spotlite … from the pages of WEDDLE’s 2007/8 Guides and Directories

    There are 40,000 job boards now in operation in North America and an equal number operating elsewhere around the world. The key to recruiting top talent online, therefore, is knowing where to find and how to select the best sites for each of your requirements. WEDDLE’s 2007/8 Guide identifies 350 of the top sites worldwide and provides the information you need to determine which job boards will deliver the optimum yield for you. For example:

    BrokerHunter.com

    http://www.brokerhunter.com

    Post full time jobs: Yes

    Post part time, contract or consulting jobs: Yes–All

    Distribution of jobs: National–USA

    Fee to post a job: $365/posting

    Posting period: 60 days

    Can posting be linked to your site: Yes

    Resume database: Yes

    Number of resumes: 47,550

    Source of resumes: Direct from individuals

    Top occupations among visitors: Management and sales in the securities industry, Stock broker

    Other services for employers: Automated Resume agent, Banner advertising, Status report: postings and banners

    Member, International Association of Employment Web Sites: Yes


    Please Support Our Sponsor: RES

    This issue of WEDDLE’s newsletter is brought to you through the generous support of RES.

    Request Your Complimentary Staffing Scorecard

    Do you have a World Class Staffing Function?

    There are five (5) cornerstones of Human Resources and Staffing that when fully optimized will create a world class staffing organization.

    RES has developed a unique scorecard that will enable you to see where your strengths and areas of opportunities exist.

    By analyzing the results from this scorecard, you will see what areas your company performs well and where initial focus is needed to drive the organization towards becoming world class.

    To request your complimentary staffing scorecard, click on RES.