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It is better
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the web than
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not know why

John Sumser

is more
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John Gall


The Electronic Recruiting News is a Free Daily Newsletter For Recruiters, HR Managers, Advertising Agencies and Clasified Advertising Operations

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Good Design
(December 07, 1996): Stop by Web Pages That Suck for a great tutorial on page design. They do it by tearing apart badly designed pages.

Required Features

(December 06, 1996): The features based competition is intensifying. As the various players add new functions to their websites, they raise the competitive bar for everyone else. It seems like a good time to review the basic competitive features required for market entry:

  • A Database of Job Listings. In general terms, it takes about 1,000 to 1,500 to reach critical mass, making your site an interesting destination for job hunters. In very specialized areas, the threshold is somewhat lower.

  • A Resume Database. Again, 1,000 seems to be a magic threshold with specialties weighing in at a bit smaller. The verifiable contents of your database make the site interesting to recruiters and employers.

  • A Matching Service. The standard is rapidly becoming matching for both employers and candidates. A matching service can notify or post to an account. Email notification seems to generate a more loyal following. The services are often called "agents". But, in reality, they're usually automated searches that save the job hunter from having to make sense out of the specifics of searching your database.

  • Online Data Entry. Candidates and Clients both need simple methods to list their requirements or resumes on your service. The clarity of the accompanying instructions is becoming a competitive discriminator. Bulk job posting tools really make a difference if you want high volume clients.

  • Free HTML Resumes. Many services offer tools for the creation and storage of HTML Resumes for each candidate. Though not a necessary feature, it raises the standard for "giveaways" to job hunters.

  • Bulk Resume Distribution. Several services now provide the ability to deliver targeted email directly to the recruiting offices of comanies using the net to recruit.

  • Spider Databases. There is a rapidly growing trend to develop a database that includes many jobs posted from around the net. Precursor services included indexed access to USENET Job Postings

  • Candidate Advice. Traffic is becoming increasingly dependent on the educational content of a site. From Resume and Interview tips to Career management tactics, the online employment site must serve very broad needs for candidates in order to retain them as readers.

  • Traffic. The competitive threshold seems to be around 100,000 hits per day (somewhere between 7,000 and 15,000 visitors.

  • Inbound Links. The largest players have nearly 10,000 inbound links. We consider 500 a bare minimum.

  • External (Outbound) Links. As employers become more savvy, they want to integrate their employment site with the online advertising that they purchase. Allowing and Encouraging Outbound links is critical to this strategy.

  • Measured Performance. All customers are concerned about the odds that their time will be used effectively. Traffic, Demographic and Database size and currency statistics are critical in this regard.

  • Client Advice. For the foreseeable future, the number of clients who are first-timers will be a large proportion of all revenue streams. Sites that acknowledge this and make it easy for new users win the competition

  • Information Design. With all of the competing features, the design architecture of an Employment Website is becoming a major competitive discriminator. Simply providing all of the features is not enough. The site must facilitate the use of the features.

  • Usenet Interface. If you've looked recently, Usenet has become unusable by people. The reason that a Usenet interface is important for a job posting customer is that it broadens the distribution of a given ad.

  • Management Features. Your paying customers and job hunters can't see the management status and reporting systems. But, well designed overviews will save you major time and frustration.

    Parachute Packing

    (December 05, 1996): What Color is Your Parachute is one of the best selling books of all time. The job hunting classic focuses on self-awareness as the foundation of the job hunt. It's come to the net as a part of the Washington Post's Career Center.

    Newspapers are having a tough go in the online employment business. With an old fashioned approach to pricing (by the line of text), the rest of the marketplace is literally robbing the classified advertising revenue bank that is so critical to newspaper survival. When a best selling book and a newspaper team up, the results should be no surprise.

    What Color is Your Parachute goes to some lengths to counsel against using the net as a job hunting tool. Duh!. It erodes book sales and newspaper revenue.

    Take a look at the "interviews" with job hunters which is the only web page we've seen that tries to use job hunting experience to prove that the net doesn't work.

    Holiday Office Humor

    (December 04, 1996): Found in a local copying machine:

    The recent announcement that Donner and Blitzen have elected to take the early reindeer retirement package has triggered a good deal of concern about whether they will be replaced, and about other restructuring decisions at the North Pole.

    Streamlining was appropriate in view of the reality that the North Pole no longer dominates the season's gift distribution business. Home shopping channels and mail order catalogues have diminished Santa's market share and he could not sit idly by and permit further erosion of the profit picture.

    The reindeer downsizing was made possible through the purchase of a late model Japanese sled for the CEO's annual trip. Improved productivity from Dasher and Dancer, who summered at the Fuqua School of Business, is anticipated and should take up the slack with no discernible loss of service. Reduction in reindeer will also lessen airborne environmental emissions for which the North Pole has been cited and received unfavorable press.

    I am pleased to inform you and yours that Rudolph's role will not be disturbed. Tradition still counts for something at the North Pole. Management denies, in the strongest possible language, the earlier leak that Rudolph's nose got that way not from the cold, but from substance abuse. Calling Rudolph "a lush who was into the sauce and never did pull his share of the load" was an unfortunate comment, made by one of Santa's helpers and taken out of context at a time of year when he is known to be under executive stress.

    As a further restructuring, today's global challenges require the North Pole to continue to look for better, more competitive steps. Effective immediately, the following economy measures are to take place in the "Twelve Days of Christmas" subsidiary:

    The partridge will be retained, but the pear tree never turned out to be the cash crop forecasted. It will be replaced by a plastic hanging plant, providing considerable savings in maintenance.

    The two turtle doves represent a redundancy that is simply not cost effective. In addition, their romance during working hours could not be condoned. The positions are therefore eliminated.

    The three French hens will remain intact. After all, everyone loves the French.

    The four calling birds were replaced by an automated voice mail system, with a call waiting option. An analysis is underway to determine who the birds have been calling, how often and how long they talked.

    The five golden rings have been put on hold by the Board of Directors. Maintaining a portfolio based on one commodity could have negative implications for institutional investors. Diversification into other precious metals as well as a mix of T-Bills and high technology stocks appear to be in order.

    The six geese-a-laying constitutes a luxury which can no longer be afforded. It has long been felt that the production rate of one egg per goose per day is an example of the decline in productivity. Three geese will be let go, and an upgrading in the selection procedure by personnel will assure management that from now on every goose it gets will be a good one.

    The seven swans-a-swimming is obviously a number chosen in better times. The function is primarily decorative. Mechanical swans are on order. The current swans will be retrained to learn some new strokes and therefore enhance their outplacement.

    As you know, the eight maids-a-milking concept has been under heavy scrutiny by the EEOC. A male/female balance in the workforce is being sought. The more militant maids consider this a dead-end job with no upward mobility. Automation of the process may permit the maids to try a-mending, a-mentoring or a-mulching.

    Nine ladies dancing has always been an odd number. This function will be phased out as these individuals grow older and can no longer do the steps.

    Ten Lords-a-leaping is overkill. The high cost of Lords plus the expense of international air travel prompted the Compensation Committee to suggest replacing this group with ten out-of-work congressmen. While leaping ability may be somewhat sacrificed, the savings are significant because we expect an oversupply of unemployed congressmen this year.

    Eleven pipers piping and twelve drummers drumming is a simple case of the band getting too big. A substitution with a string quartet, a cutback on new music and no uniforms will produce savings which will drop right down to the bottom line.

    We can expect a substantial reduction in assorted people, fowl, animals and other expenses. Though incomplete, studies indicate that stretching deliveries over twelve days is inefficient. If we can drop ship in one day, service levels will be improved.

    Regarding the lawsuit filed by the attorney's association seeking expansion to include the legal profession ("thirteen lawyers-a-suing"): action is pending.

    Lastly, it is not beyond consideration that deeper cuts may be necessary in the future to stay competitive. Should that happen, the Board will request management to scrutinize the Snow White Division to see if seven dwarfs is the right number.

    Forbes ASAP

    (December 02, 1996): Get your hands on a print copy of the latest issue of Forbes ASAP. The magazine, bundled monthly with a Forbes subscription, offers a stunning survey of the future with essays from 53 "seers and sages". The impressive list of contributors includes Gates, Tom Wolfe, William Buckley, Esther Dyson, Rush Limbaugh, Tom Peters, Ann Winblad and many amazing others.

    The task of remembering to look forward can get lost in the operational shuffle very easily. Having a copy of this edition next to your nightstand will give you a chance to keep putting things in perspective.

    And, it's only in print.

    Recruiters' Internet
    Survival Guide

    (AUGUST 01, 1996): It's here and we're proud. Staffing Industry Resources has published the Recruiter's Internet Survival Guide by our editor, John Sumser.
    Order your copy today.

    See a detailed index of our past issues

  • Week Ending December 08, 1996
    • Bad Design Tutorial
    • Forbes ASAP
    • Key Features For Recruiting
    • Holiday Humor
    • Parachute Packing
  • Week Ending December 01, 1996
    • Richard Miles Interview
      • The Future Of Recruiting
      • Staying Abreast
      • Consumer Education
      • Building Traffic
  • Week Ending November 24, 1996
    • Job Info Prototype
    • Internet Fever
    • Immigration Law
    • Building Traffic
    • Kaplan Career Center
  • Week Ending November 17, 1996
    • New Hodes Study
    • Kelly's Super Site
    • Chivas
    • About Work
    • Student Center
  • Week Ending November 10, 1996
    • IBM Eudora
    • Bad Design
    • Great Design
    • Revolution
    • StrategosNet
  • Week Ending November 3, 1996
    • Doing The Resume Sift
    • Follow The Money
    • Corporate Recruiting
    • Managing Links
    • 1997 ERI
  • Week Ending October 27, 1996
    • Non-Industry Recruiters
    • Stalker's Page
    • Career Descriptions
    • HR: The Next Level
    • Corporate Recruiters
  • Week Ending October 20, 1996
    • Internet Alternatives
    • Watching The Newspapers
    • 809 Phone Scam
    • Resume Databases
    • USJob.netWork
  • Week Ending October 13, 1996
    • Snorkeling The Web
    • Email Etiquette
    • Job Listings As Infotainment
    • Niche-Ing With Nation Job
  • Week Ending October 6, 1996
    • Kevin Johansen Interview
      • Community and Recruiting
      • Starting A Web Business
      • Web As Recruiting Tool
      • Recruiters as Leaders
      • The Future
  • Week Ending September 29 1996
    • Resources for Researchers
    • Netshare
    • Design: Doomed to Tombstones?
    • Job Bank USA
    • Regionalizing
    • Austin Knight
  • 2 Weeks Ending September 22 1996 Including:
    • Job Lynx
    • Career City Launches
    • Better Not To Bother
    • Scratch The Niche
    • Role Of Marketing
    • Salary Surveys
  • More ArchivesMore Archives

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