interbiznet: The Recruiting News

The Recruiting News

Please Click On Our Sponsors

Please Click On Our Sponsors

Recruiting News for the Human Resource Professional

Please Click On Our Sponsors

Please Click On Our Sponsors

Please Click On Our Sponsors

Please Click On Our Sponsors




Click On Our Sponsors

Click On Our Sponsors







Find out more
About IBN

Got a news tip?
Jean Collins

Our Rate Card



Trends Reports



(Over 60)

Company Job Listings
(Over 4000)

Email to IBN


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

It's better to
do a few things
really well than
than to do
a lot of things
If you can't
make the necessary
commitments of
time and energy
to your
scale back
your plan.
John Sumser

© 2013 interbiznet.
All Rights Reserved.

Materials written
by John Sumser
© TwoColorHat.
All Rights Reserved.

Go Home

Click On Our Sponsors

Daily News. Archived Weekly. Click Here For The Current Issue.

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

  • (New Offer) Prepublication Offer for the 2002 Electronic Recruiting Index. Order Today!
  • 2002 ERI ATS Buyers' Survey Executive Summary (requires Acrobat),
  • Read the interbiznet Bugler or sign-up now and have it delivered to your mailbox.
  • Interested in Advertising? Contact Us
  • Scratch That Niche

    (April 30, 1999) As we keep saying, the web is all about targeting. Where 20th Century Recruiting tactics could relay on Broadcast marketing techniques, 21st Century Recruiting is all about direct marketing. The clear and precise definition of target markets and candidates coupled with long term relationship development (based on the extension of real value) is the core of candidate acquisition in a permanent shortage.

    The strength of the web is that it creates an environment in which these tactics can be practiced and perfected.

    We're often asked a series of questions that boil down to: "What is the best way to use the web for Recruiting?" Unfortunately, the answer is usually something like: "It depends."

    The variables that effect the elements of an Online Recruiting Strategy (see Monday's Outline) include regional issues, competition, labor shortages in specific disciplines, the relative strength or weakness of other entities with candidate relationships, the relative experience levels required and so on. Really, developing an online strategy implies that you have a strategy in place for your existing operations.


    Take a look at this item on e-Bay (the auction house). An entire engineering team started to auction itself off in its entirety for $3,140,000.00! While the auction was terminated amidst much bluster, is this the beginning of a trend? In projectized environments (like Silicon Valley) the concept is only slightly hard to believe.

    - John Sumser, © TwoColorHat. All Rights Reserved.

    Rodney Dangerfield

    (April 29, 1999) "I don't get no respect." While it's clearly the case that not all HR managers are singing the Rodney Dangerfield blues, the stereotypes are pretty amazing. A standard joke told between Advertising reps goes: "If I needed a brain transplant, I'd want an HR Manager's brain. That way, I could be sure that it had never been used." In a recent customer targeting session, we heard the HR professional described as "heart-centric, risk averse, technology averse and survival oriented." It's an amazing dynamic of our Industry that most of the suppliers really don't like their customers.

    In our little company, we have the faint glimmers of an HR function. The work consists of the paperwork that our CFO no longer likes to do...payroll, reporting, W2s, W4s, 1099s. As we grow, the function will increasingly be performed by a single person. It's important, we think, to remember that this is the genesis of all HR functions. The most important thing is getting payroll accomplished seamlessly. Administrative excellence and the teamwork required to accomplish that end is at the core of effective HR functions. The very same suppliers who look down their noses at typical HR excellence scream bloody murder when the accounts payable department is slow to pay their checks.

    It's not an easy time to be in HR.

    Decades of (somewhat silly) emphasis on the Management Fad of The Month (T-Groups, Organizational Development, Quality Circles, TQM, Learning Organizations, Leadership Training, Reengineering, Intranets, Automated Benefit tools) dictated by the CEO have left HR professionals dizzy from conflicting direction. While you hardly ever hear stories about consistently bad payroll runs or badly managed employment files, disrespect is routinely slung in the direction of the HR Department. CEOs, in fits of frustration, have outsourced much of the HR "strategic input" function to external consulting entities.

    Now, on top of all of that, the HR folks are being asked to get good at aggressive recruiting. They are being asked to sift and sort between tens of thousands of competing online recruiting vendors who have all decided that their markets are "national". It should be no surprise that the results are chaotic and unpredictable. The same folks who dismiss the capabilities of HR in one breath expect entrepreneurial behavior in the next. It's a recipe for anything but success.

    In most organizational functions, a mix of steady, predictable excellent output is at the core of long term success. Precisely what you don't want in some core functions is a rapid pace of innovation and entrepreneurial zest. Really, how frequently do you really want to redesign the contents of the employment folder, the color of the pay checks, the details of the benefits plan or the information on a pay stub? In spite of the heavily broadcast wisdom of management pundits, do you really want innovation across the board in all aspects of the operation? Do we really imagine that all functions have to be value adding? We think not.

    At the root of the industry's problem with their HR customers is, we think, an unwillingness to design products with the customer in mind. It may be complicated by the inappropriateness of assuming that the HR customer is ever going to be able to adopt "the shark-like behavior of the marketing department". What customers really need is a stream of dependable results, not access to an incoherent pile of data.

    While we may agree with the sentiment that suggests that Recruiting in the 21st Century may not be best executed by HR, we think that positioning products and services as if this were true is a tragic error. In the marketplace, at this juncture, the check-writing customer works in HR. The companies who gain real market advantage will be those who understand the real needs of these customers for results and supply them.

    - John Sumser, © TwoColorHat. All Rights Reserved.

    Community Development

    (April 29, 1999) Be sure to bookmark Conferencing Software for the Web. This deliciously simple page covers all of the interesting tools from which you can build collaborative spaces for network or community development. What most people miss is the fact that human facilitators are at the heart of any successful online community development.

    - John Sumser, © TwoColorHat. All Rights Reserved.

    Industry Standard

    (April 27, 1999) We're slowly becoming fans of the Industry Standard, an outgrowth of Wired Magazine that delivers print news about the Internet Economy. Take a look at this little gem. It's a sampling of opinion from a broad range of cultural and Internet leaders about the future of the Net. While there's no consensus, the bits and pieces are usefully thought provoking.

    - John Sumser, © TwoColorHat. All Rights Reserved.

    Components of Strategy

    (April 26, 1999) By now, everyone in this audience has been on the receiving end of a pitch about Internet Strategy. As we plan the narrative components of our next industry analysis, we've begun considering the essential components. As we started to lay out the components of an online strategy, we gained a key insight into the rampant frustration in the Electronic Recruiting Industry customer base. No single supplier, that we know of, offers a comprehensive solution. Everyone sells pieces (though many claim to sell complete toolkits).

    Here's our current outline. If we've missed a piece, please let us know.

    • Objectives Of The Strategy
      • Cycle Time Reductions
      • Cost Growth Containment
      • Candidate Acquisition Costs
      • Technical Budget and Schedule
      • Workforce Competence Norms
      • Candidate Percolation
      • Resume Database Freshness
      • Single Interfaces
        • Posting
        • Resume Review
        • Candidate Tracking
        • Status and Reporting
        • Training
    • Business Model
    • Website Development and Integration
    • Website Content Acquisition
    • Posting Process
    • Targeted Candidate Acquisition / Research (Direct Marketing)
    • Sourcing Process
    • Media Research, Planning and Execution
    • Traffic Development
    • Training
    • Applicant Tracking
    • Intranet
    • Extranet (Vendor Integration)
    • Hardware / Network Design
    • Bandwidth Requirements
    • Software / Platform
    • Integration
    • Maintenance and Improvements

    - John Sumser, © TwoColorHat. All Rights Reserved.

    What's Up?

    (Spring, 1999) If you look back at the top of this page, you'll notice a couple of little changes. Our March '99 print newsletter is now available for downloading. The print newsletter has an interesting circulation and tends to get passed around a wide variety of offices. This issue features a detailed look at one company's complex web strategy and the person behind it. It also covers some useful sites, a range of people finding tools, marketing tips, our current Top 100 Recruiting sites, and the usual tidbits.

    Along the road to publishing this edition of the print newsletter, we've undergone some changes here at IBN.

    After two solid years of bouncing around the North American continent delivering classroom seminars, a couple of simple things dawned on us. First of all, it became increasingly clear that many job boards were going to be delivering free seminars as a part of their marketing strategy. It's a natural and important evolution. Internet Recruiting tools currently require a heavy dose of education before customers can effectively use them. Secondly, it became clear to us that classrooms are not effective in delivering the sorts of advanced techniques that we've pioneered.

    As a result, we've split our training product line into two separate components. For the past couple of months, you've probably noticed the piece at the bottom of this page offering our onsite individualized training. By focusing on the specific needs of a specific company, we've been able to leave our customers glowing, effective and ready to move full tilt into the online recruiting game. We're convinced that this customized approach is a necessary part of building a solid online recruiting team. With a dozen, of these engagements under our belts, we can assure you that our customers end up extremely satisfied.

    In the print newsletter, we're announcing the second part of our training initiative. Seminar In A Box, our CD based training program, will begin shipping on June 1, 1999. The idea is simple. Rather than taking a full day out of the workplace to digest relatively foreign ideas, we're building a day long training program that can be constantly reviewed by all of the people in an office. The courseware is built around our day long Advanced Searching and Sourcing Techniques seminar and includes video, text, testing and a completion certificate.

    We are convinced that solid Electronic Recruiting can only happen in a work environment that shares a base level of competence. With a CD based training program, the workforce can be trained during slack hours. Because the material is reusable and repeatable, it's now possible to create a solid foundation of expertise within a company. We're proud of the fact that we're the first (as usual) to use the technology to reduce costs, increase benefits and further expand the capabilities of our customers.

    We're offering the course at $295 for prepublication orders (through June 1, 1999). After that point, the package will sell for $395. Given the fact that similar seminars, held in hotel classrooms away from the workplace, retail for $995 per person (and more), we're sure that you'll agree that the offering is a bargain.

    You can learn more about Seminar in a Box and get a copy of the order form by downloading the print newsletter. It's a great way to bring your entire office up the learning curve.

    - John Sumser, © TwoColorHat. All Rights Reserved.

    Contacting Us
    Call, fax, write, email. We'd love to talk about your project.

    All material on this site is © 1995, 1996, 1997, 1998, 1999, 2000 by IBN:
    (The Internet Business Network), PO Box 2474, Mill Valley, CA 94941
    Send comments to

    interbiznet this week
    (thru May 02, 1999)
    1st Steps In The Job Hunt
  • Net Shift
  • Just Laid Off
  • Procrastination
  • Procrastination II


  • interbiznet Listings
         - Associations
         - ATS Companies
         - Public Companies
  • interbiznet Trends (New)
         - Bugler
           Daily Industry News

         - ERNIE
           ERN in Email

         ANNUAL REPORTS:      

  • Electronic Recruiting
         Index (ERI)
         - 2002 ERI
         - 2001 ERI
         - 2000 ERI
         - 1999 ERI
         - 1997 ERI
         - 1996 ERI
         - Report Pricing


  • Integrated Employment
          Branding Presentation
  • 2003 Trends Whitepaper
  • interbiznet Listings
  • interbiznet Trends
  • interbiznet Bookclub
  • Top 100 E-Recruiters
  • Presentations
         - Recruiting Then/Now
  • Recruiter's Toolkit
  • Seminar In A Box
  • ERN Archives
  • 1st Steps In The Hunt


  • Our Rate Card
  • Demographics

    Last Week's ERN

    Apr 25, 1999
  • Inflection Point
  • Inflection Point II
  • New Entrants
  • Best Bets
  • How Not To

    ERN Archives

    Past Issues
    Recruiting Seminars
    About interbiznet
    interbiznet publications
    Coming Soon: Tour This Site