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It is better
to not be on
the web than
to be on and
not know why

John Sumser

is more
it seems.
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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Daily News. Archived Weekly. Click Here For The Current Issue.

Critical Mass
(September 26, 1997) As we know, Web usage is expanding at an astonishing rate. Alta Vista claims to index 80 million pages, and some estimates put the rate of expansion at 40,000 new pages per day. Novice users are flocking Webwards in ever-increasing numbers, bringing with them new values and patterns of behavior. Sophisticated Web users generally seem to settle into a pattern of repeated visits to a handful of sites, where text is read and digested. This is not to say that old hands don't visit new sites, simply that the novelty of following links tends to diminish over time. Unsophisticated Web usage, on the other hand, is characterized by inordinate - almost indiscriminate - surfing. "Content" is scanned for links, and the novice surfer scoots off to the next site. It's almost as if there's a kind of competition to see how many pages can be racked up in a given period. We wonder when we'll reach the point where the combination of more and more pages and more and more new users will result in site content becoming no more than wallpaper for frenzied surfers. After all, we're certain that, like us, you have unsubscribed from a mailing list or two, simply because of information overload. Indeed, lists have collapsed from a surfeit of content. Of course, as new users familiarize themselves with the New Medium, they fall into repeated visits to a handful of sites. The key, in this frenzied environment, is compelling content which is frequently refreshed. Which is easier said than done - but who wants to end up as wallpaper? --John Blower

What's It All Mean

(September 25, 1997) Yesterday, we pointed out the aggressive moves that the Recruiter's Online Network is making. With a very attractive price point and highly competitive job ad distribution, they've really redefined the playing field.

The RON move points toward a future in which a single job posting is instantly available at a huge array of sites. You've got to wonder what the near and medium term prospects for the "Master Sites" are. (Master Sites are those destination sites that specialize in job posting content). They are certainly going to experience price and traffic pressure over the next couple of years.

The future of online classified advertising is murky, at best. Between increasingly inexpensive distribution and a shrinking candidate pool, the notion that results per ad will go anywhere but down are somewhat optimistic.

For recruiters, in HR and in third party houses, this means taking a solid look at the role that the web will play in your future. The web is not a panacea and the notion that sound businesses can be built on classified advertising is profoundly suspect.

The web shines as a surveillance tool. It's strength is in one to one communications and efficient human network building. We hope that the recruiters who are using the current maze of job posting tools understand one thing.

Today's tools are simply the introductory course for tomorrow's web.

The dynamic that most of us find easy to forget is that the web isn't the way it was when we found it. More importantly, the web is Ugly Is Only Skin Deep

(September 24, 1997) The graphic interface you design for your website needs to be useful for the audience you serve. In some segments, the web is a beauty contest. In others, it's a talent show. In the talent show, looks matter much less than they do in the beauty contest.

Anyone who has attended our Advanced Recruiting Seminar knows how powerful we think the Net Temps offering is. Class members in our two day seminar get a solid look at Resume Robot. These sites are not beauty queens. They win talent contests hands-down, however.

The web's visual interface can be deceptive. If your site exists to market your business, looks go a very long way. If you deliver a web-based service, it's significantly more important to make the service work well. Be cautious of the tendency to evaluate looks first and performance second.

The Recruiter's Online Network has entered the job posting distribution game with an absolute vengeance. Today, they've launched an expansion of their service so that members get their jobs posted to over 150 newsgroups and websites. The list of sites that carry RON job listings includes:

Big Twin (AOL)
Boating On-line (AOL)
City Connection (Baltimore)
City Connection (Cincinnati)
City Connection (Knoxville)
City Connection (New York)
Community Web Centers
Flying On-line (AOL)
Go Explore
Popular Mechanics
Prodigy Classic
Prodigy Internet
The Net
The Park
Visual Properties

With this move, RON establishes itself is as the best "value for the money" in the job posting distribution game. It's a very major step forward.


(September 23, 1997) Indices within search engines are wonderful for a great many things. But, as is true with much of life, they are not perfect. Not all is indexed; that which is may not be indexed in the most efficient or timely manner. So, how can you find what you want?

Phone directories are a mainstay of any recruiter's workday. Most will also have a bookmarked list of the more comprehensive directories that are in the search engines. A basic list would include:

But, directories of directories can be more helpful in this situation.

For instance, an easier way to narrow what you are looking for is to conduct a logical search with Gopher Jewels.

Or, you can also find multiple directories at a Belgian search site.

And, perhaps the most complete listing is a librarian's index out of Berkeley.

For ideas on searching for internal phone directories, see our article on 8/27/97.

Why Learn HTML?

(September 22, 1997) As web page development becomes more automated, you might wonder why anyone would learn HTML. Hypertext Markup Language (HTML) is the simple set of codes that turn text and graphics into a web page. It's no more complicated than word processing was in the early 1980s. (Remember Wordstar, anyone?).

With automated job postings, subcontract web designers and automated HTML output from Microsoft Office tools, it's a wonder that anyone learns HTML these days.

We've been discovering recently that the most powerful uses of Search Engines like AltaVista and HotBot require an understanding of the structure of websites and the fundamentals of HTML. Because of the way that search engines index the web, the results you can obtain from them are precisely limited by your understanding of HTML.

The best way to start figuring out HTML is by using the "ViewSource" command in your browser.

Take a moment today to review all of the commands in your browser's menu. Find the "ViewSource" command and remember where it is. Then, every once in a while, take a look at an interesting web page. Using "ViewSource" will show you the HTML "behind" the page. With a bit of study, you'll begin to get the hang of it.

Then you'll b able to begin to use the Search Engine features that really allow you to dig into the web

Recruiting Online:
Options and Search Techniques

(August 05, 1997): We will be delivering an intensive two day seminar around the country. Designed for Staff Recruiters and Researchers, the seminar covers the basics of Electronic Recruiting and Search Techniques. Graduates of the 2-Day Seminar receive
  • A CD Chock-Full Of Net Software and Tools
  • Special Offers From Several Key Online Recruiting Services
  • A One Year Subscription To Our New Password Protected Web Tools
  • All Course Materials
Click here for detailed information and online registration. The schedule is:

Sep 22-23: San Francisco
Sep 29-30: Chicago
Oct 02-03: Houston
Oct 06-07: Atlanta
Oct 09-10: Orlando
Oct 16-17: Metro DC
Oct 20-21: New York City
Oct 23-24: Philadelphia
Oct 27-28: Boston
Oct 30-31: Los Angeles

Directions to the hotels in each city are available by clicking on the city name. You can register online or call our offices for more information at (800) 358-2278

Advanced Internet Recruiting Seminars

(August 05, 1997): We will be delivering the Advanced Recruiting Seminars again in December. The schedule is.
Dec 01: Houston
Dec 03: Atlanta
Dec 05: Metro DC
Dec 08: Philadelphia
Dec 10: New York City
Dec 12: Boston
Dec 15: Chicago
Dec 17: Seattle
Dec 19: San Francisco

Click here to learn more about the Advanced Recruiting seminars. Class size is limited to 30 per seminar. The seminars run from 9:00AM to 4:30PM and are designed for owners and managers. Take a look at a list of companies who have been to the seminars.

See a detailed index of our past issues

  • September 21, 1997
    • What's New
    • Will They Stay?
    • Another Look At Chat
    • Inbound Links
    • Collecting Email Addresses
  • September 14, 1997
    • Meet On The Web
    • Will They Stay?
    • Pre-Employment Screening
    • Bits 'N Pieces
    • Requiem
  • September 07, 1997
    • Individual Branding
    • Older Workers Arise
    • Toolbox Refill
    • New and Improved Design
    • TV and The Web
  • August 31, 1997
    • HR and Recruiting Software
    • Breaking News
    • Does Email Work?
    • More Search Tips
    • Alliances
  • August 24, 1997
    • Alternate Future
    • Staffing Page
    • NorthernLight
    • Tidbits
    • Search Tips
  • August 17, 1997
    • MRI Berkeley
    • Bits & Pieces
    • Links Are Relationships
    • You Are Your Links
    • Here It Comes
  • August 10, 1997
    • WSJ Careers
    • Desktop Search Tool
    • Immigration Notes
    • Computemp Job Fair
    • ESpan Again
  • More Archives

    The past 25 months of the Electronic Recruiting News

    More Archives
    "Recruiter's Resolutions For 2003:

    1. Finally, clear the resumes off my desk
    2. Take a speed-reading course to get through resumes faster
    3. Find three new places to source good people
    4. Lower cost-per -hire (make that, determine cost-per-hire...then lower it!)
    5. Find a talent Management system to help with all of the above.

    We know what you're up against. And we've got the answer.

    Hodes iQ, brought to you by Bernard Hodes Group. From adopting our talent management system or enhancing your own system to providing new sourcing strategies on the web, we have proven solutions to make your recruiting enterprise better. Find out how Hodes iQ and Hodes iQPost can help you in the new year and beyond.

    Put Hodes iQ to the test.

    Call 888.438.9911 or visit http://www.hodesiq.com today.

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    Materials written by John Sumser © TwoColorHat. All Rights Reserved.
    Mill Valley, CA 94941

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