WEDDLEs

February 4, 2005

Feature: The Best Job Boards on the Internet

The Internet is now an integral component of the go-to-market strategies of both employers/recruiters and job seekers. Recent surveys suggest that 90% or more of each group regularly visits employment sites and takes advantage of the services they offer. But, which of these job boards and career portals are the best? With over 40,000 such sites now in operation, it's a question that is often asked and an answer that we all need, if we are to invest our time wisely online.

There are, of course, any number of "pundits" who are willing to give us their view. To my way of thinking, however, the best judges of the best job boards are those who use them-the employers, recruiters and job seekers who actually visit the sites and experience their services. For that reason, we at WEDDLE's created a polling station on our Web-site where users could express their choices. Voting is free and open to the public. We collect the ballots all year long and then designate the thirty sites with the most votes as our User's Choice Award winners. Selected by the people who know best-their customers-they are the elite of the online employment industry.

This year, over 15,000 people cast unique ballots for more than 150 different job boards and career portals. Among the winners, one-third are appearing on the list for the first time, while two-thirds have achieved the distinction of being selected two years in a row. Three of the sites are owned by newspaper publishers (i.e, CareerJournal.com, EmploymentGuide.com and Workopolis); one is owned by the U.S. Federal Government (i.e., America's Job Bank), and the rest are owned by companies large (e.g., Monster.com, Yahoo! HotJobs, TrueCareers) and small (e.g., The Blue Line, LocalCareers.com, TopUSAJobs.com).

Ten of the sites are general purpose recruiting portals; twenty are specialty or niche sites. Among the niche sites, a range of

  • industries (e.g., construction, gaming, bio/pharmaceutical),

  • career fields (e.g., engineering, finance, information technology),

  • affinities (e.g., veterans, college graduates),

  • employment options (e.g., permanent, contract, part time),

  • compensation levels (e.g., executive, hourly), and

  • geographies (e.g., specific states in the U.S., Canada, United Kingdom)

  • were represented. To my way of thinking, the scope of this diversity underscores the vitality and the capability of the online employment industry.

    The 2005 User's Choice Award winners are:




    ᅠA/E/C Job Bank

    America's Job Bank

    Best Jobs USA

    The Blue Line

    CareerBank.com

    CareerBuilder.com

    CareerJournal.com

    Casino Careers Online

    ccJobsOnline.com

    ComputerJobs.com

    ConstructionJobs.com

    craigslist

    DICE

    eFinancialCareers.com

    EmploymentGuide.com


    ᅠExecuNet

    GetaGovJob.com

    Jobing.com

    jobsinthemoney.com

    LocalCareers.com

    Medzilla

    Monster.com

    Net-Temps

    RegionalHelpWanted

    TopUSAJobs.com

    TrueCareers

    VetJobs.com

    Vets4Hire.com

    Workopolis

    Yahoo! HotJobs



    There are, of course, many other fine job boards and career portals available on the Internet. We cover 350 excellent sites in our annual Guide and list over 8,000 in our annual Directory. What makes the User's Choice Award winners special is the recognition they have received from the most discerning judges around-that would be you. We at WEDDLE's congratulate them and applaud their success.

    Finally, if you would like to participate in the balloting for the 2006 User's Choice Awards, please visit the Online Poll at the WEDDLE's Web-site.

    Thanks for reading,
    Peter

    P.S. WEDDLE's Newsletter grows only by word-of-mouth. So, please ... tell a friend or colleague (or two) about the newsletter. We'd be very grateful, and they will be too.



    This Issue's Sponsor: The iHireJobNetwork

    This issue of WEDDLE's newsletter is brought to you through the generous support of the iHireJobNetwork.

    The iHireJobNetwork is a risk-free, time-saving, and very effective alternative to conventional Internet job boards. Since 1999, we've provided industry-specific employment services that include:

  • a 100% money-back guarantee, unique in our industry;

  • over 800,000 active job-seeking candidates registered exclusively in their fields of interest and expertise;

  • e-mail blasting of job postings to all qualified candidates;

  • free down-posting of jobs to other major sites;

  • free, live customer support; and

  • 60-day job postings for as little as $125, with multi-posting discounts up to 35%.


  • Visit the iHireJobNetwork or call toll-free, 877-798-4854, to find the people you need.



    Section Two: Site News You Can Use

    CareerJournal.com and the Society for Human Resource Management released the results of their 2005 Workplace Privacy Survey. It found a divergence of views about why employers monitor employee workplace behavior. Most employee respondents said the monitoring was designed to check their productivity levels and job performance and because management does not trust them. According to the HR respondents, however, the monitoring is intended to prevent computer viruses, hackers and others from interfering with business operations and to protect the organization's proprietary information. I suspect that there's probably some truth in both points of view. Indeed, the survey, itself, notes that more companies are starting to block instant messaging and employee access to personal e-mail accounts, steps that would seem to be designed to keep employees focused-as they should be-on the work at hand. In any case, the report underscores the need for employers to educate workers, on a continuous basis, about both their monitoring policies and the rationale behind them.

    CollegeGrad.com reported that the hiring of college grads is up this year by better than 14 percent (based on postings at its site). The top employers looking for entry-level talent are Enterprise Rent-A-Car, PricewaterhouseCoopers, the U.S. Federal Bureau of Investigation, Schlumberger, the U.S. Department of Agriculture, HCR Manor Care, Ernst & Young, IBM, U.S. Customs and Border Protection, and Teach for America. If you're embarking on a recruiting campaign for soon-to-be-graduated college students, make sure your Web-site is "graduate-ready." Set up a special area on the site for college students, promote it aggressively and provide a link to it in all of your entry-level job postings. The area, itself, should use pictures of your most recent college hires and their testimonials to sell the features and benefits of your value proposition as an employer. It should also answer the kinds of questions that entry-level applicants are likely to have and extol the social, entertainment, athletic and educational opportunities and resources available in your facility's locale.

    Net-Temps.com announced its introduction of the Candidate Manager, a set of tools for managing job postings and administering candidate information. The feature has been integrated into the site's Recruiting Center and is free for its members. It creates a folder for each job posting and automatically inserts a person's resume and other information into that folder when they apply for the position. In addition, the feature enables the recruiter to communicate directly with candidates from the Recruiting Center and records any actions taken (e.g., e-mail exchanged, status changes, ranking, recruiter notes) in the candidate history stored in the posting folder.

    The Society for Human Resource Management and CNNfn reported the results of their Job Benefits Survey. According to the poll, healthcare/medical benefits are, at one and the same time, the most important benefit, by far, for employees and increasingly a financial burden for employers. Indeed, among those organizations that made changes to their healthcare plan design in 2002 or 2003, 87% did so to mitigate their costs. The survey indicates, however, that over the next 12 months, many employers plan to shift to a new strategy to cover the cost of employee healthcare coverage. What is it? "Increase expectations of employee productivity." That's a polite way of saying, "We'll work employees even harder and longer than before." Given the large number of recent surveys finding that employees already feel overworked and burned out, this alternative course seems laden with danger. It is likely to increase dramatically the stress that employees feel on-the-job, and that stress, in turn, will almost certainly undermine the health of workers and cause them to use additional healthcare resources, a response that will then increase even further the benefit premiums employers must pay. Admittedly, I don't know the answer to managing employers' healthcare costs, but I do know that working employees harder is not a solution.

    WEDDLE's announced the release of its 2005 print catalog. If you'd like to receive a free copy, please e-mail your name, company name, title and postal mailing address to us at corporate@weddles.com. The catalog will probably ship in mid January and list all of our publications for the new year. These books will not appear in book stores until March or April, but you'll be able to order them right away with the catalog. You'll have special, advanced access to our 2005 Guide to Employment Web Sites, our 2005 Directory of Employment-Related Internet Sites, and our completely updated Guide to Association Web Sites, as well as to several exciting, new titles. If you want to get ahead of the pack, sign up for WEDDLE's 2005 Catalog today! Sorry-the catalog can be mailed to U.S. addresses only.



    Section Three: Site Profiles

    Site Insite ... how well do you know the Web's 40,000+ job boards?


    1. Your radio station's meteorologist has just resigned to go into ground hog farming, so you need to find a replacement. Which of the following sites would bring sunshine to your search?

  • The Pennsylvania State University Department of Meteorology Job Board (http://www.met.psu.edu/Jobs/jobs)

  • National Weather Association Job Corner (http://www.nwas.org/jobs.html)

  • Meteorological Employment Journal (http://www.swiftsite.com/mejjobs)

  • Metalent.com


  • 2. Your company has just won a major research contract with the U.S. Federal Government, and you need to hire a technical writer for your scientific team. Which of the following sites would likely dot all the "i's" and cross all the "t's" in your search?
  • WritersWrite.com

  • WriteJobs.com

  • WriteThinking.net

  • Society for Technical Communication (STC.org)


  • 3. Business is up at your garage, and you need a new mechanic fast. Which of the following sites would cause your search to stutter and stall out?
  • NeedTechs.com

  • GarageExperts.com

  • IAmCars.com

  • SparkPlugJobs.org



  • (answers below)

    Site Spotlite ... from the pages of WEDDLE's 2005 Guides and Directories

    VetJobs.com
    www.vetjobs.com
    A WEDDLE's 2005 User's Choice Award Winner

    Post full time jobs: Yes
    Post part time, contract or consulting jobs: Yes - All
    Distribution of jobs: International
    Fee to post a job: $101-200/posting
    Posting period: 60 days
    Can posting be linked to your site: Yes
    Resume database: Yes
    Number of resumes: 70,000
    Source of resumes: Direct from candidates
    Top occupations among resumes: Engineering, Information Technology, Management, Sales & Marketing
    Other services for employers: Listserv for networking, Banner ads, Status reports on banners

    Answers to Site Insite
    1. All but Metalent.com, a site for heavy metal enthusiasts.
    2. All of them.
    3. GarageExperts.com, a site for a garage flooring company; IAmCars.com, a site for auto enthusiasts; and SparkPlugJobs.org, a site that helps minority students find employment.



    This Issue's Sponsor: The iHireJobNetwork

    This issue of WEDDLE's newsletter is brought to you through the generous support of the iHireJobNetwork.

    The iHireJobNetwork is a risk-free, time-saving, and very effective alternative to conventional Internet job boards. Since 1999, we've provided industry-specific employment services that include:

  • a 100% money-back guarantee, unique in our industry;

  • over 800,000 active job-seeking candidates registered exclusively in their fields of interest and expertise;

  • e-mail blasting of job postings to all qualified candidates;

  • free down-posting of jobs to other major sites;

  • free, live customer support; and

  • 60-day job postings for as little as $125, with multi-posting discounts up to 35%.


  • Visit the iHireJobNetwork or call toll-free, 877-798-4854, to find the people you need.



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