This is a simple innovation and an easy way to make your site somewhat more interactive. If you're trying to build solid relationships with your clients,or make your "career fairs" more real, you might want to try this approach.

To: jrsumser@interbiznet.com
From: xxx xxx
Subject: Why not employing a dynamic French student from a graduate business school this summer for a training?

Dear Sir,
I am a French student from xxxxx Graduate business school and I am looking for a commercial training of a two-month period this summer at Atlanta. I found your address on the Net and your firm's activities really interest me. I could benefit from IBN experience and offer my dedication to an interesting job at your Atlanta place. I precise that I am bilingual French/American and computer experienced. If you have vacancies and feel interested, please contact me at: xyz@xyz.fr and I will send my application form and more useful information. Thanks for paying attention to my appliance

.

At least two services now offer instant HTML resumes to job hunters as a return for visiting and using their site. Intellimatch and Newscorp's HTML Resume Maker both effectively raise the bar for effective recruiting service delivery. Expect to see more features designed to give job hunters direct returns in exchange for their attention.

If you're trying to attract job hunters to your site, you must ask yourself a very basic marketing question....What's in it for them?

Take a look at Get A Job. Tucked into Conservative Gen X Magazine, the service is a clever means for targeting the younger set of entrants. Pricing is competitive and the group seems to have a real handle on targeted marketing on the Web.

BigBook has essentially put a home page together for everyone of 11 Million American businesses. Though the page is currently limited to a map and address information, they've managed to lay an incredible foundation for a national advertising sales business. If their marketing budget is big enough, these folks will become very interesting players in a variety of markets. It's pretty easy to imagine a database of job openings linked to the existing infrastructure.

In the Electronic Recruiting Marketplace, a website is a website is a website (so to speak). Image, both graphic and customer perceived, is part of effective corporate communications. Successful corporations (like Sybase) have invested already in clear image dvelopment. This gives them a real edge in the graphic presentation of their message. They know how to do it and have an image ready to go.

Recruiters, on the other hand, tend to spend much less energy on image development and more on network development. Unfortunately, the Web is biased towards "looks". Getting used to defining and redefining the corporate image is a part of the new world of Recruiting. It's a component of the new marketing style required for real effectiveness in this medium.

The site features a very visible link to Karlyn Recruiting and may well be a method for Karlyn to make their web activities profitable.

Professional Employer Organizations (PEOs) used to be called "staff-leasing companies". PEOs take the middle ground between employers and employees. Risk sharing between the PEO and client company allows the client to focus on core competencies while the PEO handles the risks and responsibilities of Personnel Administration.

The National Association of Professional Employer Organizations (NAPEO) has arrived online. As client companies continue to flatten, their accreditation services will increasingly be a discriminator for staffing firms.

We imagine that, as they find their way around the web, NAPEO is likely to become a major source of transaction cost reduction success stories.