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Job Jacking II Reuters
reports the big news of the day that Google has been ordered by a
Belgian court to remove all articles, photographs and graphics from
French-speaking newspapers. Copiepresse issued the complaint and won the
court ruling on September 5th. Not only does this require Google to remove
content from Google News, the court order requires removing the content from
the Google cache. ChillingEffects.org has a link to the
full court order. (SearchEngineWatch) Here's a
thorough rundown
of the case from the "pro" search engine perspective from Danny Sullivan.
Essentially, Danny (a professional cheerleader and advocate for the search
engine industry) makes the case that search engines do vastly more good than
harm and should therefore be exempt from the copyright enforcement. He goes on
to suggest that, since everyone does it (including Yahoo and Microsoft) and that
the law is unenforceable, copyright lawsuits are nuisances. Google has partially complied with the various
court orders. They were supposed to: They gave a winking compliance to #1 and have so
far ignored number two. Their case is, essentially, that any website can opt out
of Google's process by posting a robots.txt file. Therefore, they have
permission to index the material. To us, it looks like the requirement to post the
court order (which Google refuses to do) is just like the requirement to post a
robots.txt file. We don't see why Google would refuse to do what they claim is
so easy for others. Does this matter at all to Recruiters? The question of the meaning of copyright law is
very far from settled. Typically, the courts around the world (except, perhaps,
China) have tended to rule deeply and conservatively in the favor of the
individual copyright holder. Our sympathies lie in that direction (we get pretty
significant benefit from the various search engines, however and don't want to
bite the foot that stomps our grapes). The extremes in this arena range from music
copyrights to the essence of our industry, the job as it is described on a
company website, on a job board or in Craig's List. A job ad is a small and pathetic thing. Usually,
it is not well written or well targeted. The prevailing theory, evidenced by
massive amounts of recruiter behavior, is that a job posted in the widest array
of places is the best job posting. If you are looking for examples of
discriminating skills, don't look at the mass of job postings. The material is
thoughtlessly assembled and more thoughtlessly distributed. We imagine, however, that a new array of job ads
is coming. Featuring matching technologies and quality control processes, these
second generation tools will only work within constrained environments. Their
development will be an investment in cost reduction. Their owners will care
about the future of the material. They won't want the stuff to be mass
distributed by thoughtless companies who do things simply because they can. The notion that a job aggregator can simply come
to your site uninvited and distribute your content without permission (remember
yesterday's drive
by gang lawnmowers?) is a symptom of companies who are so arrogant that they
don't need to ask permission. Ultimately, the market is not very friendly to
firms with bad manners.
John Sumser © TwoColorHat. All Rights Reserved.
Talent is what matters most.
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