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(January 09, 1998) Japanese Jobs is a "global, virtual community" of bilingual Japanese professionals seeking career opportunities in professional fields.
Send email to MediaProfl@aol.com to receive their Media Professional's Jobs Compilation. It's a solid example of a newsletter based resource for a distinct group of professionals.
Asian Salary is a useful resource if you're recruiting in Asia. The centerpiece of the service is a number of cleverly done salary surveys.
D.I.C.E. is still the best place to find seasoned Information technology professionals.
The sounds of birds and streams flutter through your speakers at the Life Career Retreat. It's an interesting approach to recruiting in the Insurance Sales Arena. It also offers a novel career suitability test which purports to help the user while painlessly collecting resume information.
It's finger clickin good!TM So goes the motto for the Student Advantage Network.
(January 08, 1998) Alan Davis & Associates (ADA) gets it. The professional Recruiting firm has developed a website that is distinctly job hunter / market oriented - Softwarejobs.com. The site boasts an elegantly designed database/interface with nearly 600 software related job listings. It's extremely easy to navigate and limits its delivery to essential information.
The centerpiece of the site is not really on the site at all. ADA offers a series of targeted newsletters that combine job listings and industry news. Topics include:
Writing And Positioning Job Ads
(January 07, 1998) The job posting opens with this paragraph:
As corporate America's wet dream - a low-cost advertising medium with an ever-expanding audience - the Web has become a proliferation of product plugs and repurposed content from other media. Not so in the case of NOVA Online.(emphasis added)Apart from the language, the remarkable thing about this job posting is that it was positioned as a news item in Wired Magazine's online News Service. Wired, who also publish a Recruitment advertising Service called Dream Jobs, titled the news article "Intern Dream Job". Everyone who received yesterday's Wired email got a pointer to the "story".
Is it news or is it an ad? We'll leave the question to the journalism scholars who are still busy counting the number of angels on the head of a pin. We think you should grasp several key things from this little example
Human Beings learn to use new tools by analogy. If we don't understand something, we compare it to a known quantity and make decisions from there. It's a useful approach to skills acquisition.
The problem with this tactic is that it often creates a "mindset" problem. If you view the web as a different form of News Media, you'll make a series of assumptions about what works and what doesn't. You'd assume, for example, that classified advertising deserves its own section. Posting jobs on job boards is a symptom of this mindset.
The positioning of a job posting as a news story shatters these notions. The important question is how to reach your potential candidates, not where to post your jobs. It's not nearly as subtle as it sounds at first.
What Business Are You In?
(January 06, 1998) The start of the new year is a traditional time for reflection and planning. It looks like 1998 is going to be a very busy year for everyone in the Recruiting Industry. It's a powerful opportunity to ask yourself (once again) "What Business Are We In?"
According to a recent Wired article:
The GI generation has already been sized up as the fastest-growing market segment for PC sales. Now the tech industry is eyeing the 50-plus age group as a potential fount of info-tech workers.Microsoft is partnering with Senior Net in an attempt to move older workers into the high tech job market. Manpower is increasingly focused on online training.
What Business Are We In?
Generational labor shortages mean that candidates have to be wooed and poached. You can no longer assume limitless availability of workers. This is the exact opposite of most historical recruiting efforts.
The Web requires focused marketing skills. The little known truth is that the web requires you to create content and then pay to have people read it. It's a different skills mix than earlier incarnations of Recruiting.
The Web is a great learning laboratory for Recruiters. Since the strategies and tactics of success change regularly, it's a solid environment for building the skills of adaptation. We're all in the business of creating a supply of candidates. These days, it requires constant adaptation. We'll move from building the supply and taking responsibility for the quality of the supply to actually creating the quality.
(January 05.5, 1998) As we mentioned last week, we've begun the publication of a paper newsletter. The current edition has been shipped to about 100,000 readers in the HR/Recruiting industry. We'll also be delivering it online as an Adobe Acrobat document. Issue Number 1 is now available. You can read it from your browser or download it for later consumption. In either case, you'll need a copy of the Adobe Acrobat Reader.
The file is about 425K and will take no more than three minutes to download. You might want to consider saving it.
(January 05, 1998) Have you taken a look at Career City recently? The site comes to the market with a natural advantage. Their parent company, Adams Media Corporation, is the largest publisher of career related information in the world. This gives Career City a treasure trove of content with which to draw traffic. As a result, they have a predictably large stream of visitors who are actively seeking work and advice about career development.
As you know, we believe that a trail period is essential to intelligent purchasing of online services. Career City offers a straightforward 30 Day free posting period. This way, you get first hand experience with the service before you have to make a cash investment.
Over the past year, the folks at Career City have streamlined their graphics and focused increasingly on content for job hunters. This is beginning to really separate them from the rest of the pack.
In their obligatory HR section, they again offer real value. The material includes the following sample letters for use during a recruiting campaign:
New interbiznet Briefs
interbiznet is now offering single topic reports for the Industry. The first offerings are: