July 9, 2013   view past issues

Our newsletter is
brought to you by

WEDDLE’s New Guide Now at Amazon

The eleventh edition of WEDDLE’s Guide to Employment Sites on the Internet – the book the American Staffing Association called the “Zagat” of the online employment services field – is now available at

This edition is completely updated, so if you have the 2011/12 Guide or an even earlier edition, you need this all-new classic right now!

The book features:

  • The Top 100 – WEDDLE’s pick of the 100 best employment sites on the Web. Each site is described with a full-page description of its features, services and fees.
  • The Best & the Rest – A directory of over 9,000 sites organized by career field, industry, geographic focus and other factors. It’s the most complete guide to the Web’s sourcing and recruiting resources, period.
  • Click here to get your copy of Weddle’s Guide to Employment Sites on the Internet today.

    Recruiting Under the Dome

    The new CBS series Under the Dome explores what happens to the people of a small town when they’re completely cut off from the rest of the world. It’s a tale of endurance and intrigue, and a happy break from summer reruns on the network channels. For recruiters, however, it’s also a guide to how best to implement post-social recruiting, the next stage in using the Web as a social medium for talent acquisition.

    In the TV show, the citizens of Chester’s Mill, Maine suddenly find themselves locked inside a huge impenetrable dome. People can see in and out of the enclosure, but they can’t pass through it. In effect, there’s the rest of the world on the outside and a small, clearly demarked community on the inside. It’s the perfect metaphor for post-social recruiting.

    To date, social recruiting has been an exercise in using commercial social media sites to find, connect and communicate with talented prospects. Whether it’s LinkedIn, Facebook or Twitter, what you do and with whom you do it is in the public domain. In effect, you’re trying to connect with top prospects “outside the dome.”

    Oh sure, you can make your LinkedIn group private, but doing so doesn’t prevent LinkedIn from seeing who’s participating. Why is that a problem? Because LinkedIn sells job postings to your competitors enabling them to target the very same prospects with whom you’re trying to network and build relationships.

    Talent Acquisition Under the Dome

    Post-social recruiting involves building online relationships with top talent in the privacy of your own corporate Web-site. Unlike today’s job application pages (whether they’re called a “career center” or simply labeled “employment”), this domed area is a protected space for networking with the kinds of passive prospects you meet on social media sites. Because it’s under your dome, however, your networking strategies and the resulting relationships are hidden from the public including your competitors.

    Here’s how talent acquisition under the dome works.

  • First, you use commercial social media sites to identify top prospects and invite them to your domed community. What value proposition would encourage such fickle talent to make the pilgrimage? The opportunity to learn the principles and practices of the single most important skill for success in today’s hyper turbulent workplace – effective career self-management.
  • Second, you establish a neighborhood that’s adjacent and linked to your job application page. This neighborhood is branded as your employer’s “careerstead” – a virtual homestead for the careers of talented people. Why do they need such a place? Because even the best talent are now on their own; companies no longer provide the career management support they used to offer their employees.
  • Third, you operate the “careerstead” as a professional service community, building relationships with prospects by helping them learn and practice the best strategies and tactics not for job search, but for career advancement. How do you acquire this content? By using internal resources if you have them or external resources (e.g., career book authors or counselors) if you don’t, and by using social features on your site (e.g., discussion forums and blogs) to promote wisdom sharing among peers.
  • Yes, there’s a cost to developing and maintaining such a post-social campaign, but it’s no more than what you already invest in pages and groups on commercial social media sites. The difference is that your return on that investment is likely to be much greater because it is achieved under the dome where it is protected from the prying eyes and intrusive acts of others.

    Thanks for reading,


    Visit me at

    You Pick the Winners

    The recruiting field is awash in self-appointed pundits who opine that this site or that one is the best for acquiring top talent. But, they aren’t the people who know best. You are.

    That’s why we at WEDDLE’s hold the User’s Choice Awards every year. They are the only awards in the online employment services industry in which actual users – employers and recruiters, job seekers and career activists – get to pick the winners.

    So, let your voice be heard. The ballot necessarily lists only a small subset of the 100,000+ job boards and career portals now operating on the Web. You can pick some of them and/or nominate others … but the choice is yours.

    Please click here and cast your vote today.

    The Best Online Recruitment Tool Ever

    WEDDLE’s Directory of Employment Web Sites is a one-of-a-kind database of job boards, social media sites, career portals, aggregators, employment-related search engines, job ad distribution companies, recruitment blogs and other recruiter resources. Its 9,000+ entries are organized by occupational field, industry, geographic focus and other specializations (e.g., diversity, veterans).

    If you want to:

  • Develop a pinpoint targeting strategy for your recruitment advertising,
  • Identify the best social media sites for connecting with top talent,
  • Improve the quality of the applicants you source online,
  • Sell products and services to job boards and other employment Web-sites
  • then the WEDDLE’s Directory is for you!

    The database is delivered to users online and is both internally searchable and suitable for downloading into a CRM system.

    Click here to order your copy or contact WEDDLE’s at 203-964-1888 for additional information.

    Recruiters Have Careers Too

    Recruiters have careers too. And, in today’s economy, they need to protect them! Even the best of recruiters have found themselves laid off by their employer or at a dead end in their organization.

    How can you protect yourself?

    Get Peter Weddle’s new guide, The Career Fitness Workbook. It’s available at

    The book has a number of special features:

  • Organized just like a physical fitness regimen, the book tells you what to do to improve the health of your career, how to do it and – unique to the Career Fitness program – how often in order to maximize the employment benefits you derive from your efforts.
  • From ancillary skill development and work pacing to soul work and gathering career intelligence, the book introduces a powerful blend of the best traditional practices and state-of-the-art techniques for effective job search and career self-management in today’s uncertain times.
  • Filled with worksheets and exercises, the book is a complete self-study program that delivers the knowledge and skills required for BOTH job search and career success.
  • So, get your career in shape. Get The Career Fitness Workbook today!