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

Home | ERN | Bugler | The Blogs | Blogroll | Advertise | Archives | Careers
Microsoft: Skills 2000
(October 24, 1997) Under excruciating pressure from a backlog of open requisitions, Microsoft has launched a program called Microsoft Skills 2000. In what appears to be a direct entry into the career business, the Redmond giant is launching "career expos" that feature an interesting combination of players. Both "training providers " and Microsoft partners participate in the expos. Jobs are offered to the qualified attendees. Training is sold to aspiring career switchers without qualifications.
The IT industry is growing at an incredible rate:
  • 200,000 positions are open right now in the U.S. alone
  • The service segment for IT will nearly double by the year 2005
  • The IT workplace projects annual growth of 175,000 to 250,000 jobs
Leave it to Microsoft to crack the "how do you make money out of the shortage" question. The site opens with a classic career pitch, straight out of the days of labor surpluses:
With a small investment in time and money, you could be well on your way to building an exciting career in this dynamic field.
While the approach is interesting, we're somehow reminded of the old matchbook-cover ads for radio technicians and body building supplies.

We think that operations like Manpower's Free Certification Program are likely to be more successful.

While we're generally in awe of Microsoft's recruiting prowess, the Skills 2000 approach seems misguided. The cream of the crop of career changers are generally being offered training at full pay to make the switch to Information Technology. With a bit of focus, Gates and Co. could become a major force in the employment marketplace. This venture seems more like an attempt to jumpstart the revenues of the training division.

But, if they're going to enter the commercial recruiting market, this would be a typical first step.

Exploding Recruiters

(October 23, 1997) Forrester Research of Cambridge, MA projected that revenues of the electronic recruiting industry would double from $4 million in 1996 to $8 million in 1997. By next year, they expect the revenues to explode to $52 million.

Some of the reasons behind the explosion in use include:

  • Huge, less limited audience
  • A well-qualified, more targeted audience
  • Ability to seek out qualified applicants
  • Ability to monitor and modify job listings
  • Cost- and time-effectiveness

Yet as websites proliferate, finding the information you need and having prospects find and use you becomes more difficult.

Forrester has advice:
"Companies must move beyond today's dead, marketing collateral-based Web sites. In their place, a new era of site design that delivers intelligent interactions will emerge. This next round of Internet innovation will provide a more compelling consumer experience by combining rich content, active intelligence, and collaborative communications."

For a sterling example, look at the Society for Human Resource Management site. Granted, not everyone has access to the resources that allow a site to be as prolific and detailed, but we could all learn some lessons.

It's a site that's easy to navigate, loads quickly, has "rich content, active intelligence, and collaborative communications". There's information on professional issues, articles of professional interest, job boards, white papers, and governmental updates. There's also a place to talk. Clearly, it's a site that people keep coming back to.

On the other hand, there is May and Associates who recruit for the medical and pharmaceutical firms. Their site lists job openings. That's it.

Then there's Halbrecht & Co., who've been in business since 1957, but we wonder if they'll survive on the 'net. The page loads very slowly. In a concession to content though, they do offer a brief job hunting tip of the month.

Cool Works provides a terrifically organized listing of thousands of jobs. And, each category has a link to an address which provides more information about the particular industry. But, that's it for interactivity and information.

Dream Jobs offers some difference. Graphically rich and still quick loading, it offers a job site and a searchable index of company backgrounds. It's also part of Wired, so there are easy links to chat, news, and information, thus gaining double use out of the content on their main pages.

But for the most part, it doesn't seem to matter whether the site is part of a large organization or a small firm. Interactivity and content are missing all too often.

But what about Nick Corcodilos' site at The Motley Fool? It's full of infomative links, recruiting and job hunting articles. There's even a well used message board. Clearly, he understands what Forrester suggests and what SHRM does so well.

So, perhaps it's not a firm's size that matters. Perhaps it whether they understand how and why people use the 'net.

Wow! Street Journal

(October 22, 1997) We grow more impressed with the Wall Street Journal's Career Advertising each time we look at it. The site is a gold mine of career content, market advice and includes:
But the most interesting feature is the series of innovations that the Journal has made with job postings. You get a detailed description, information about the company, links to Hoover's, and more. Definitely not your ordinary job posting site. The needs of a job hunter a fully considered in each posting. In many cases, the posting is tied directly to the internal job posting system of the advertising company.

This seems like a better direction than massive bulk posting around the web.

At a time when the future of job postings as a recruiting tool is in question, the WSJ Career Site successfully stakes out a positive move forward.

Subscription Site Notes

(October 21, 1997) This week's edition of the Subscription only Electronic Recruiting News features a listing of over 50 free, niche oriented sites on which you can post jobs.

We offer a free one year subscription to this newsletter as a part of our two day seminar series. The retail price for a one year subscription is $395. Between now and November 30, you can purchase a one year subscription for the introductory price of $295. Simply call our offices at (800) 358-2278 with a Visa or Mastercard. More details about this service are available in last week's archives. Flypaper 101

(October 21, 1997) Build it and they will come.

Richard Seltzer refers to this as the "flypaper" technique--a rather apt term.

There are millions of people on the web. You only need to find a few. All you need to do to find them is use some flypaper.

There's a great deal of current discussion on the Internet about the concept of community. Some say it's not something you can create; others disagree. Who's right doesn't matter. Most people who use the 'net do so to find stuff that interests them. That's what matters.

So, put up a page that highlights that stuff.

Let's say you need a programmer--preferably one with lots of languages and at least a few years of experience. What do you think she'll be interested in? What do you think she'll search for next time she has a few spare moments?

Competent programmers keep up on news related to their profession, sure. But more than that, there are additional interests. Use those, too. If the firm you're hunting for is heavily into social activism, chances are their programmers will need to be also. Find out about what's going on in that arena. Build a site that talks about programmers' contributions to activism. Or maybe the company is located in Chicago, land of architectural wonder. Maybe the programmer you're looking for is a wannabe architect. So, talk about the wonders of the cityscape.

If you've no clue what your prospects are interested in, think of what you're interested in. Build a page that deals with that. People will come because they'll do a search (for what they're interested in), find your stuff, and there they are.

Have a guestbook. Invite feedback. Make sure your email address is prominent. If they're really interested, they'll write. You'll build a community. Will all have the skills you need if you adopt this approach. No. Might some? Yes.

The internet connects people--from across the hall and across the world. By nature, we are social beings. It matters not that the Internet undergoes amazing technological accomplishments on an almost daily basis. It does matter that we can find others who share our interests, our concerns, our passions. For with them, we can build a community.

So build away. Forge a path. Create a virtual community where people will flock to you--like flies to the spider web.

Exploring Explorer

October 20, 1997

So, you're one of the 30% of the people on the 'net who use Microsoft's Internet Explorer? You can still customize it to work the way you want it to.

Change your default page. Do you really need to start with microsoft.com and learn all about their products and winning ways?

  • Click View on the menu bar.
  • Click Options.
  • Click the Navigation Tab.
  • Select Start Page
  • Enter the URL you want to start with.
  • Click OK

Can't read all the tiny text? Change the font size.

  • Click View on the menu bar.
  • Select the Font Menu
  • Select the Large or Larger selection.
  • Clicking the Font button makes IE cycle through five different font sizes to find the one you want.

Are the toolbars getting in the way of what you see? Change them to make your screen larger.

  • If you have version 3.0 or higher, you can click and hold the divider between the toolbars and the viewing window. Then drag it back up to the top of the screen to shrink them.
  • Or, Maximize the window. Click the Maximize Icon in the upper right window frame.

You don't need to wait aimlessly for a graphics heavy page to load. You can visit another page in the meantime.

  • In the File Menu, click on New Window.
  • Instead, you could right-click a Shortcut or link and select Open In New Window.

Spend time learning, not looking. Use Find.

  • Go to Edit Menu.
  • Click on Find.
  • Type in what you're looking for.

Of course, you can do more, too. Go through the toolbars and see what each menu does. Change as you see fit. You can always change it back later. Once you've mastered it, try a different browser.

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
  • $2,000 In Special Offers From 5 Online Recruiting Services
  • A One Year Subscription ($395 Value) To Our Protected Web Site
  • All Course Materials
Click here for detailed information and online registration. The schedule is:

Oct 20-21: New York City
Oct 23-24: Philadelphia
Oct 27-28: Boston
Oct 30-31: Los Angeles
Nov 03-04: San Francisco

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

  • October 19, 1997
    • Big Enough?
    • An Alternative
    • Subscription Site
    • Letters
    • Browser Tips
  • October 12, 1997
    • Places To Post
    • Job Resource
    • BYO Network
    • Leveling The Field
    • Resources
  • October 05, 1997
    • Hot Bot Redux
    • IE Nightmare
    • Job Posting Engine
    • English 101
    • MRI
  • September 28, 1997
    • Phones
    • What's It All Mean?
    • Ugly: Only Skin Deep
    • Critical Mass
    • Why Learn HTML?
  • 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 32 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.
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