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(March 03, 2000) Finally. The exhausted staff is refreshed, the marketing materials are emerging, the cleanup is underway and the patient early customers are being shipped their copies. After a long, painful birthing process, the 2000 Electronic Recruiting Index is shipping. Careful readers might have noticed the changed link at the top of this page. The Executive Summary, describing the contents of the book, is available for download. This year's book builds on the material contained in the 1999 ERI; there is little in the way of overlap (although we did update the market volume and growth statistics). While the 1999 ERI focused on the internal mechanics of operating an employment website (or the employment section of a corporate website), the 2000 ERI takes a larger view of the marketplace, evaluating customer and vendor types, the range of available functionality, stock market performance and 250 company reviews (including an assessment of their contribution to an 'end to end' solution'). We refined last year's vendor survey to focus the results on business level characteristics of 50 Job Boards. Covering Customer Satisfaction, Brand Awareness, Sales Force Effectiveness, Acquisition Desirability, Short and Long Term Growth Prospects, the consolidated results of 3,000 recruiters' responses are included with an eye towards IPO prospects. The key items in the study include:
- John Sumser © TwoColorHat. All Rights Reserved. Letters, We Get Letters (March 02, 2000) Passive candidates. Our continuing assault on this ridiculous notion has produced some of the best email conversations we've ever had. The following piece of email, from a correspondent who definitely wishes to remain anonymous, recounts an archetypal conversation about filling a requisition when there no one is aggressively seeking the job. Think of it as a seasoned professional's view of the reality behind the phenomenon described as 'passive candidates'. Passive Job Seeker, kind of hit a nerve on that one (flip side of the old 'hidden job market' canard).We'd suggest that any customer who buys services from a vendor who sells access to passive candidates is a sucker waiting to be taken. In the current market, the real meaning of "passive candidate" is "someone who left a resume while looking for another job". That is, not passive at all. Resume databases and other data collection systems can produce good leads for cold call sales. The web can be very useful as a tool for identifying someone who might be interested in a particular job. In the long run, however, the term "passive candidate" seems to really mean...only marginally interested, requiring lots more work than usual from a Recruiter. - John Sumser © TwoColorHat. All Rights Reserved. The Meaning (March 01, 2000) Even today's highly cross-communicated organizations seem troubled by the traditional problems assoicated with layered management. In many companies, the fact that a junior marketing assistant can communicate with the implicit voice of the company is a troubling detail without immediate solution. Those same junior marketing assistants are certain that they have mastered the big picture. As a result, the following revisionist version of Genesis (thanks to Don Ramer at RecruitUSA) is making the rounds. It could have been written in any large company 30 years ago. Surprisingly, the web seems to be compounding some old fashioned problems.
Here endeth the lesson. - John Sumser © TwoColorHat. All Rights Reserved. Full Service (February 29, 2000) In the end, it's all about results. Electronic Recruiting systems and services that don't produce candidates are short-term plays. Systems that have no embedded way to guarantee candidate production fall into one of three categories: the middlemen (who we think will survive), the back office and the ASPs (who need to complete their offerings). The middlemen include companies like Best Internet Recruiter, IIRC and RecruitUSA. In a different time, they might have been called advertising agencies (or media placement specialists). These companies take individual advertisements (job postings) and distribute them to a variety of pre-selected targets. Logical improvements for these firms will inevitably involve the management of advertising creation, unified billing systems and consolidation of results. By providing customers with a single "belly button", they reduce (or have the potential to reduce) the complexity of a universe that is going to continue to be extremely chaotic. Interestingly (and importantly) Careersite has entered this market by offering a free Recruiter's desktop. The tools allow free posting on Careersite and lots of free targeted job boards and Newsgroups. By giving away access to the universe of free services from a single point, Careersite has finessed a number of the competitors who will have to respond with similar offerings. (We'll look at the Careersite strategy next week). An ASP (Application Service Provider) is a technical company that rents the use of its technology and hosts the 'application' on its servers. Boxwood Technologies and Hire.com are the early entrants to this emerging field. It will be very crowded very soon. Essentially, the firms rent a technical process that manages the resumes and profiles that naturally accrue to an employment section of a website. So, if you are a big company, you might want to consider using hire.com's service as a way of managing and understanding the traffic to the jobs component of your website. Boxwood, on the other hand, clearly specializes in media outlets and professional associations. The theory behind both operations is that the renter has the responsibility for sales and marketing; the landlord simply provides technology. It's closer to the truth for associations and media outlets (the Boxwood play) than it is for companies that want to actually hire people (hire.com's view). The problem for companies that want to use hire.com's service is simple. Unless you have a widely recognized name brand, there is no traffic to your employment section. Without traffic, the ability to process it is less than useful. For Boxwood, the problem is more subtle (and easier to solve). By focusing on associations and media outlets, they solve the traffic problem. But, to make their cash-flow model work, they have to motivate a channel of resellers. All in all, building a reseller network is a simpler chore than customized traffic development. Ultimately, hire.com's success will depend on either building or buying an in-house advertising agency. Boxwood simply has to solve a time honored problem and is making intelligent progress. Both companies will have to endure an insane volume of new entrants into their spaces over the next 6 months. Their well established market leadership will be heavily challenged between now and the early summer. Since Boxwood's success is so entangled with their customers, they are much more likely to survive. Finally, the back office market is a cluttered mess in need of an organizing principle. All of the companies we describe in this article offer some sort of applicant tracking capacity. The once robust $250M market for administrative management of resumes is rapidly becoming a giveaway component of larger offerings that produce candidates. Once seen as the heart of the Recruiting software business, these systems and their functions are rapidly becoming as cheap and plentiful as promotional tee shirts. - John Sumser © TwoColorHat. All Rights Reserved. Stop Whining, Part II (February 28, 2000) You can well imagine the mail we received from the article on Friday (Stop Whining). CEOs, Engineering Managers, Journalists and Analysts and some seasoned Marketing folks applauded. Lots of junior marketing people whined angrily that we were asking them to do someone else's job. "Those lazy bastards in journalism," the sentiment oozed, "are not willing to see the whole picture. Now you've sanctioned their slothful approach." Many of our responses mentioned the fact that we fire anyone who utters the words "It's not my job." Like "Open Sesame" opened the hidden cave, in our company "It's not my job" opens the door to new opportunities in someone else's company. Labor shortage be damned, we can't afford to sully our culture with that sort of nonsense. We're surprised that some big name players in our space are willing to tolerate the attitude in their marketing departments. We think the problem is caused by the explosion of companies in our space. With a pressing labor shortage and a real limit on the number of talented marketing people, companies are stuck funding mediocre performance. It's an expensive proposition: paying people to justify their bad performance by spending their time looking for examples on the web. Marketing works best when it converts observable problems into usable opportunities. - John Sumser © TwoColorHat. All Rights Reserved.
© 2013 interbiznet. interbiznetAll Rights Reserved. Materials written by John Sumser © TwoColorHat. All Rights Reserved. Mill Valley, CA 94941 415.377.2255 (V) 415.380.8245 (F) Send comments to colleen@interbiznet.com |
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