Review: Welcome to IBM® Kenexa® Prove It!® on Cloud

I was looking at the Welcome to IBM® Kenexa® Prove It!® on Cloud tests today. I took the Excel 2013 one. And it was fun!

I took a test on the latest Dell XPS laptop. For those who know little about Dell ranges, those are the fancy fast ones. So here is how it went:

Kenexa needs Java

You remember those annoying popups we used to get, Java this, Java that, Java Update and something? Well Kenexa sends to to Oracle site to Install THAT old Java. Great! So I am installing Java. Accepting any rubbish that comes along to get Java. I am seeing how Yahoo is becoming my default search engine… Fabulous!

Reboot PC to get Java running, opening online the site in the browser, nothing is happening, I am getting the same error message: You need Java. Java, that I just got?!

I remembered that Google Chrome was not really supportive of Java, so  I try with another browser (that Win 10 “thing”). That didn’t run Java either but suggested to “Open a link in Internet Explorer”. Old buggy one, I am thinking but let’s risk it! #YOLO

Internet Explorer opens Kenexa site and is running Java! Bingo! We are in business!

I am signing up to the Excel 2013 test and really looking forward to it. Now remember I have a quite new laptop, one that comes with the 4K resolution. Here is how my screen looks. Can you read it? Neither could I!

kenexa - excel test

All the zooming in or font increases or anything that is within my knowledge doesn’t help me get the test to a state where I can actually read what’s on the screen.

I just decided, Kenexa, you know what, that is really a wonderful customer experience. And CTRL+ALT+DEL – into Task Manager to kill the application.

So if you are using Kenexa for assessing your candidates… you might want to try to use it yourself before you push it on your applicants.

In Recruitment: candidate experience matters!!!

 

 

 

 

Enterprise Ireland must think it has a jobs board?


Someone was quite imaginative in Enterprise Ireland and have decided to put an end into the growth problems of Irish start-ups. How to stimulate growth and rapid expansion? If you can hire new staff easily it will help!

To enable this hyper growth of Irish start-up the Enterprise Ireland have decided to help them do just that – by creating a jobs board! Like his country doesn’t have enough of them. And guess what – vast majority of them are struggling.

its_happening_hereIT’s Happening Here – www.itshappeninghere.ie is the Enterprise Ireland’s answer to the recruitment and staffing problems in Ireland. A job board. But not just like any other job board guys…

Enterprise Ireland is a state funded company, so they had funds (yours and mine tax pays that) to make it done right. So unlike all the Irish jobs sites that popped up in the last years and failed to get any traction Enterprise Ireland did it very differently. They made sure their job site will stand out!

And it does. One of the features stands out more than the rest actually and it’s the:

Price!

Yes since they are not for profit they can do anything they want with their price. But here is the interesting twist. No they didn’t make it free to use. Not, that would not really make a good story. They made the job site that is the most expensive!

€500 to advertise a job on Enterprise Ireland web site!

And guess what, they are not even sure if that includes VAT or not. Seriously. I asked. I was told that if I proceed with the registration it will tell me then.

God Bless Enterprise Ireland! What would we be without them…

 

Is Phone interview enough? LinkedIn poll suggests…

The responses to the recent poll on LinkedIn:

When presented with a good IT candidate not available locally, would you do the phone interview?

Show that the phone interview is the way to start the interviewing process. Still the majority of the recruiters would fly the top candidate in for the last round of the interview before the job offer is made.

You can see the results and put your vote here:

Google Penguin 2 and the Jobs in Ireland

Did you hear Google released a major update to Penguin 2 on Friday? Matt Cutts (the head of Google’s Webspam team) recently confirmed on his blog that Penguin 2.0 is now live.

So let’s see how did the Google Penguin 2 update affected our Irish online recruitment industry. Here is the search result page for the word “Jobs” made in the Google.ie.

Make sure if you do this search yourself that you are not logged in into Google yourself, have removed the Google cookie, etc – so that you do not see the Google’s “Personalised” search result for you.

Here is the new google.ie ranking for the search word “jobs”:

  1. Jobs.ie
  2. IrishJobs.ie
  3. FindAJob.ie
  4. Indeed.ie
  5. RecruitIreland.com
  6. Monster.ie
  7. Fas.ie
  8. Ie.JobRapido.com
  9. JobsToday.ie
  10. Twitter.com/jobs

So what can we conclude from the list of the sites that a are on the first page for the phrase jobs? By comparing what we have used to see there before the Google Penguin 2 update we can see what sites have been affected. Let’s start with the sites not affected by the update:

The SAON Group web sites leading with the purchased Jobs.ie site on top and their original IrishJobs.ie is steadily on top.

Nothing changed there for years. In fact may years. The last change there actually when Jobs.ie overtook IrishJobs.ie. If my memory serves me correctly that was towards the end of the 2005. Very shortly after that IrishJobs.ie bought Jobs.ie.

So since 2005 the first two search results for the search for “jobs” have not changed in Ireland. So is Google doing much really with all this Panda, Penguin & Penguin 2 “updates”? Well in the last 7 years the results on top are not changing at all. Or does IrishJobs.ie & Jobs.ie have so good SEO specialists to keep them on top for all this years? It must be one of those.

The next three slots are: Findajob.ie (aka LoadzaJobs.ie), Indeed.ie and Monster.ie. So what’s new here? Nothing much really in relation to the Google Penguin 2 update. Long term there isn’t much that has changed in here in the last 10 years really. What has changed is that Loadza have changed their domain name several times. They cannot seem to get it right really. EmployIreland.com that was 4th there is replaced by Indeed.ie about a year or more ago when they came to our market. Monster is the 5th recruitment web site there for the last 10 years.
So in essence the top 5 results for the word “jobs” haven’t changed at all in the last Google Penguin 2 update.

Where the changes did occur are on the bottom part of the search page. That is the space that in the last 10 years have been occupied mostly by the Irish start up job boards or similar sites. FAS was always there somewhere. They did rebrand to SOLAS, but forgot to do it online. Hence FAS.ie is still there. Good old civil servants…

So what the Google Penguin 2 update did affect is the last 4 remaining slots the search results page fro the word “jobs”. You can say Google haven’t changed much really. What we are going to look at is if the Google Penguin 2 update was good actually. Or is it a step back in the quality of the search results?

The bottom of the page of the search results for jobs have been occupied by start-up job boards. It always was a dynamic space. In the last 10 year, about a 100 web sites appeared and disappeared from there. I can remember the first Irish Jobs Aggregator IrishJobs.ie featuring there, and a long list of site showing Irish jobs listings. There was one recruitment agency that made up there – in 2010 when the CPL.ie new web site was released. In this new update CPL.ie dropped to 128 place, while their other site CPLJobs.com landed on a much better 53rd slot. Is there a hint that CPL.ie got hit by the Google Penguin 2 update? Most likely from the way it is ranking now.

It is still quite strange that no other recruitment agency got listed on the first page for the word “jobs” there ever, isn’t it?

So what did Google Penguin 2 update replaced the Irish start-ups with?

Ie.Jobrapido.com – one job aggregator. Well it is the only .com web site here. It actually does have jobs aggregated from sites like freelancer.com and similar. Some Irish recruitment agencies as well. The overall quality of the jobs advertised (content) if poor. A large number of jobs are taken down from teh sites they are originally published on anyway, and the whole set of jobs is really poor representation of the list of active jobs in Ireland. In essence a really poor experience for a job seeker.

JobsToday.ie – a UK newspaper publisher. Note that any link you click on that site it brings you to their UK web site (.co.uk). This results driven by the backlinks from their newspaper releases is so wrong that it actually reminds of the Yahoo style paid search result placements from the end of the last century. It is pointless and out of place. It is no good to a Google visitor. There are simply a handful of jobs listed there on some UK newspaper web site.

Twitter.com/jobs – The page with the HTML Title: Jobs at “Twitter –San Francisco”. San Francisco??? A search result to someone looking for a job in Ireland in Google.ie? Google? Don’t you have a Google Maps division? Or do you want us all to emigrate? What’s the story there? What kind of a (crap) search result is that? Or did the Google Penguin 2 algorithm value a social media sites results “a bit” too much so the results from the social media are going to creep into any search we make?

So to conclude what have the Google Penguin 2 update brought us? It removed Irish start-ups and replaced them with what can be the best described irrelevant search results. In their own vocabulary they call it SPAM. Luckily for us this only affects the bottom part of the page. The “under the fold” stuff. The top part of the page wasn’t affected by the latest update.

How did your site ranking feature in the Google Penguin 2 update last week? If you are stuck give the SEO Consultant a shout!

New LinkedIn Profile is good (for Recruiters)!

The LinkedIn haven’t really updated the Profile section for far too long time. It become a bit archaic in fact, so a new profile is really welcome. It is far easier to read and more importantly scan, as we consume the web sites. It also tells you far more about the person than the any older LinkedIn Profile version did.

One feature that really helps the recruiter to assess the potential candidate from his LinkedIn profile is the ability to quickly asses the candidate’s connections. You have a choice to display the connections by:

  • Company
  • School
  • Location
  • Industry

By looking at the graphical representation of your LinkedIn connections grouped by and industry the recruiter can quickly get what type of people the candidate is connected to on the social network.

It tells a lot about the person when you can see what schools are the people his connections are from. What companies do the candidates contacts work for is priceless. Location and industry profiles of the candidates LinkedIn contacts just add to the complete picture of a candidate.

All this data combined gives you very quickly a profile of the candidate’s connections. This data can help a recruiter profile a candidate much better than by just looking at a very static data, a document like a CV or the (old) LinkedIn profile.

Where LinkedIn could improve the display is in including what the number represent as opposed to displaying just the number of the connections in each group. It is annoying to have to put a mouse over each circle to find out what company or country the contacts are from. A tag cloud would be far more usefully display. A company name printed and on mouse over the exact number of the connections in that company? Would you agree?

What is The Recruitment Unconference?

What is recruitment conference? We all know the answer to that. It is a large meeting where a number of people (one by one) speak to the group. There are short breaks in between speakers, for the people get a coffee and network.

 

Who comes to the conference?

Speakers – are people presenting. Sales people presenting how their solutions, products or services changed the industry for the better.

Delegates – people who sit, listen, take notes and have coffee in the breaks. Delegates are quite often people who are looking for a new job. They look around what else is there. Some attendees are there because they are sent there by their employers. They have to attend one or two of those a year. You can see them leaving quickly after the last presentation, to catch some time off for an afternoon shopping or something alike.

 

What is a Recruitment Unconference?

 

Recruitment Unconference is a gathering of recruiters with the social media rules applied. There are no speakers. There are no delegates. Just recruiters who can behave as they do in the social media: lead conversations, contribute, listen, move to another room / topic, network or just have a coffee. Yes there is a coffee here as well!

 

It is list Facebook or Twitter really. Everyone can talk about anything they want to really. Everyone can listen (follow / connect) whoever they choose. Anyone can comment, contribute and even ‘take over’ the conversation. Anyone can change the topic. Anyone can. And everyone is invited to do exactly that! Everyone is asked to contribute. Everyone’s opinion is asked for in a discussion on every topic he is physically present at.

 

Now that we know what the Recruitment Unconference is, let’s check on how the most popular one actually functions in the recruitment industry. This brings us to its founder @BillBoorman and his unconference events taking place around the globe. They are called TRU for The Recruitment Unconference. After the three characters there is a name of the city or country the event is in. So you have TRULondon, TRUDublin and similar. If an event is held multipletimes in the same city the name also gets a number Like TruDublin4. This is to forma a hashtag for Twiter. Why is Twitter important? Well the usual ways of communication like email and phone are one to one or one to many (mailing lists). The Unconference is different because everyone is welcomed to contribute. So social media is a place to look for any info (or post any info!) about the recruitment unconference.

 

Since the recruiters who attend the unconference are (in most cases) the natural users of the social media, they post their thoughts especially on the Twitter, as it is the fastest channel, in real time during the unconference. They all use the hashtag so it is really simple to follow what anyone is tweeting about. That usually is a reflection on what is spoken about. You can usually follow multiple discusions from the same conference in the same time. What is the best about it is that anyone on Twitter can contribute to those discussions by using the same unconference hashtag. This makes the discussions leave the room and go out to social media. There the discussions get the life of their own.

 

The format that Bill has made for this TRU events is the following. There is a quick opening. The bigger the conference the quicker it is, since the larger the crowd is the harder it is to keep them quiet. Remember those are not your Delegates. This people are here to participate.

 

Tracks

 

Bill usually announces the tracks (topics) that will be discussed in different rooms. He also announces who is the track leader for each topic. That is usually an expert in that field. Or a recruiter who wants to share the recent experience with some new tool used for the recruitment, and ask for feedback. Depending on the size of the unconference there are  usually 3 tracks running in parallel. They are held in separate rooms. Anyone can choose any track and even move to another track whenever they choose. Bill himself would for example move quite often from a track to track, hopping from a conversation to another and contributing to each one he hops in. Sometimes he would also bring the relevant points being made in another track that is happening in parallel.

 

As social media is not for everyone, the recruitment unconference is not for everyone as well. Some people prefer to be delegates rather than to participate. Social is not for everyone. The anti-social or traditional confermence is not for everyone as well. People discovered they can apply the social media rules to the conference and that some types of conferences the social conference or the unconference is a much better format. Hence the recruitment unconference TRU that @BillBoorman started 5 years ago in London has spread to a long list of counties on different continents. Recruiters themselves found the unconference format to work better than the speaker-delegate format. Not all of the recruiters that is. But the recruiters that understood the social media and found the way how to use it for recruitment.

 

The #TRU in the City near YOU!

 

The recruitment unconfeence, the #TRU will come to the city near you, if it didn’t already. You will not find a flyer in your post with a list of fabulous speakers. There is not even a list of delegates. To be honest not even flashing your own business card is a welcome gesture. Connection on LinkedIN and Facebook or Follow on Twitter is on the other hand. If you are a delegate type, trust me, it’s not for you. Where you will find about #TRU is in the social media channels, and there only. On Bill’s Blog as well. And from there to hashtags on twitter. While I am writing this the #TruHelsinki is on right now. Guess what it is all on social media in real time as well. You can follow it here: https://twitter.com/#!/search/?q=%23TruHelsinki&src=hash.

 

If you like what you see there we will see you soon on #TRU. If not, that’s OK too.

JobsBoard.ie will let you find the job 3 times faster than Irish Jobs site!

JobsBoard.ie will let you wind the page 3 times faster than Irish Jobs site!

There is plenty of job sites in Ireland. Each ofhtem has plenty of jobs. Most of the jobs are the same on the job sites. So what site to choose? Perhaps the one with the most jobs? Perhaps the one you find shows the best results? Jobs most relevant to you? Jobs advertised by the employers you like? There is plenty of choice when it comes to job sites in Ireland.

There is one thing to consider. It is the speed of the job site. If you visit it regularly, the more important it is. Will you wait for 10 seconds to see the jobs you want? Will you wait for 10 seconds every time you visit the site? Not if you can avoid it, and not if there are faster sites that will let you browse or search the jobs a few times quicker.

Here is the sample of the JobsBoard.ie and IrishJobs.ie web sites. The speed load comparison is done by www.whichloadsfaster.com:

 

Why wait for your job forever? Visit www.JobsBoard.ie today and register for the daily new jobs now!

Recruitment SEO: How many web sites link to yours?

In the Links are the currency on the web we looked at the total number of links no the web that the Link Count tool from SEOmoz would show for our 20 recruitment agency web sites. But not all the links are equal. The more I think about it, it would be fair to say that no two links are the same. One (smart) way thinking about the links is to count just the web sites that link to your web site. So if there are 2 or 2 million links from some domain to your web site it would still count as one.

If we look at our 29 recruitment agency web sites list and www.JobsBlog.ie between them where is what we get:

URL

Sites Linking

http://www.cpl.ie

568

http://www.hays.ie

294

http://www.morganmckinley.ie

265

http://www.brightwater.ie

127

http://www.jobsblog.ie

126

http://www.hrm.ie

125

http://www.collinsmcnicholas.ie

100

http://www.eolas.ie

100

http://www.careerwise.ie

86

http://www.EdenRecruitment.ie

77

http://www.peoplegroup.ie

70

http://www.frsrecruitment.com

68

http://www.Vantage.ie

65

http://www.icds.ie

55

http://www.Sigmar.ie

51

http://www.3qrecruitment.ie

46

http://www.rftgroup.ie

44

http://www.Stelfox.ie

34

http://www.recruitmentplus.ie

32

http://www.accountancysolutions.ie

26

http://www.Recruiters.ie

19

http://www.MatrixRecruitment.ie

14

http://www.harmonics.ie

14

http://www.hudson.ie

13

http://www.gempool.ie

9

http://www.qedrecruitment.ie

7

http://www.Brompton.ie

5

http://www.placeme.ie

5

http://www.enterprisepeople.ie

5

http://www.solasconsulting.ie

4

The results show that only 5 Irish Recruitment agencies have more web sites linking to them than this blog. If you want your jobs to be seen by as many possible job seekers and as many possible clients (employers) it would be natural to want to bring visitors from as many sites to your site. Therefore having as many web sites linking to your site would help you get more candidates and clients. As simple as that. The above table show how good are you at that particular task. If your site is not on the list, you can get this figure for your site and compare yourself with the competition.

Even more important than this direct traffic of visitors that you get from other sites is the fact that from the perspective of the search engines like Google, your site the more “important” the more web sites link to your site. So the more links you have to your site – the more likely is that Google will display any content on your site above the similar content on any other web site. This is extremely important for the ranking of your jobs. When a similar job is advertised on many job boards and recruitment agency web sites, the site that will get listed on top is very often the one that has the most links form other web sites.

How to get more links to your web site?

Submitting your site to an online directory? – that is the most common answer I get when I do the Recruitment SEO Training. Unfortunately the answer is always – no. Why not? The practice was abused and Google decides to in most cases ignore it, and in some cases even penalize it.

Just do not buy links. Please. – That is what Google would say, and in my experience this is the best advice possible in most cases.

Spamming the social media with your links. – Will make sure you get ignored, not followed by anyone but bots. Again the time and money the drain.

SO WHAT THEN?

Think about what links do you click at on the web.

You might click on a link in the article you are reading on some site. If you are reading a review on some blog, about the new tool the LinkedIn has launched, and there is a link to that tool within the article – you might click it. Ask yourself how did that article ended up on a publication you are reading? Can you submit your content there? With a link to something new and cool on your web site? If you are thinking of PR submissions at this stage, I can tell you, you are on the wrong track. Think of guest blog posts. Think of the places where different people publish content. You are probably getting where I am going with this… yes the combined name of all such sites is Social Media.

Recruitment SEO: Links are the currency on the web!

Search engine optimisation is in essence a huge amount of statistical analysis and a lot of trials and errors. There is not book about it, since by the time it gets printed it is completely outdated. There are two SEO Rules:

Content is King
Links are the currency on the web

Nothing else matters as much to your web site ranking as the content you have on your site and the links from other web sites to your site. If you get those two things right – your will get the free traffic from the search engines. Relevant traffic – people searching for what your web site text copy is about.

We looked at the Google PR, MozRank and Alexa rank of the 29 recruitment agencies. Today we will look at the links towards those 29 web sites. The numbers next to each recruitment agency web site show the total number of links found on the web pointing to each domain. The more links to it – the more search engines ‘Like’ the domain, and hence show it’s web pages higher in the search engine results.

This site JobsBlog.ie is within them again as a tracker for performance.

URL

SEOmoz Link Count

www.hays.ie 117643
www.cpl.ie 59629
www.morganmckinley.ie 34688
www.eolas.ie 8333
www.brightwater.ie 6766
www.jobsblog.ie 6552
www.peoplegroup.ie 4235
www.hudson.ie 3357
www.careerwise.ie 2689
www.3qrecruitment.ie 1707
www.Sigmar.ie 1630
www.hrm.ie 1453
www.EdenRecruitment.ie 766
www.rftgroup.ie 580
www.collinsmcnicholas.ie 578
www.icds.ie 539
www.frsrecruitment.com 491
www.qedrecruitment.ie 358
www.accountancysolutions.ie 318
www.Recruiters.ie 305
www.gempool.ie 189
www.Stelfox.ie 187
www.recruitmentplus.ie 177
www.Vantage.ie 149
www.harmonics.ie 141
www.solasconsulting.ie 110
www.MatrixRecruitment.ie 92
www.placeme.ie 25
www.enterprisepeople.ie 23
www.Brompton.ie 12

Any surprises above?

Recruitment SEO: Alexa traffic ranking

After ranking the Irish recruitment agency web sites based on the Google PageRank and less known SEOmoz rank here is the one most marketers are familiar with: Alexa. What Alexa does exactly and how does it do it was a topic of a debate from the day Alexa have started publishing the traffic ranking scores. Some people like it, and some don’t. As with most of the ranking algorithms it is usually the people featured on top that agree with Alexa’s results, and the ones ranked towards the bottom would have a different opinion. But that is the nature of every semi obscure ranking system. And in the world of SEO, nothing is really that straight forward!

What does Alexa web site ranking number mean?

What does Alexa say about their ranking number? They say that the Alexa number associated to each web site is its ranking in the overall global web traffic. So site with the Alexa’s No. 1 is the web site with the most visitors, and as the ranking number grows the lower you are on the list of the sites based on the number of visitors. So the smaller the Alexa ranking score, the more traffic your web site has (according to Alexa).

So here is the same list of the 29 Irish recruitment agencies and the www.JobsBlog.ie within them so you can use it as a benchmark. There are some results that are just “screaming out” in this Alexa web site traffic ranking list. I’ll let you be the judge of it yourself:

URL

Alexa Rank

http://www.cpl.ie

291100

http://www.morganmckinley.ie

336866

http://www.hays.ie

803824

http://www.brightwater.ie

874987

http://www.peoplegroup.ie

1274311

http://www.Vantage.ie

1441180

http://www.eolas.ie

1769945

http://www.jobsblog.ie

1817137

http://www.icds.ie

1854172

http://www.frsrecruitment.com

1997184

http://www.EdenRecruitment.ie

2428334

http://www.collinsmcnicholas.ie

2595232

http://www.hrm.ie

2811817

http://www.recruitmentplus.ie

3457055

http://www.careerwise.ie

4564311

http://www.Stelfox.ie

4828821

http://www.Recruiters.ie

4831059

http://www.rftgroup.ie

5312061

http://www.3qrecruitment.ie

6804532

http://www.MatrixRecruitment.ie

8119435

http://www.accountancysolutions.ie

8669731

http://www.gempool.ie

8720144

http://www.solasconsulting.ie

9507536

http://www.hudson.ie

12469855

http://www.enterprisepeople.ie

12578768

http://www.placeme.ie

17197072

http://www.qedrecruitment.ie

18446204

http://www.harmonics.ie

18661080

http://www.Sigmar.ie n/f
http://www.Brompton.ie n/f

Why are there two web sites that have no data in Alexa? I have absolutely no clue.

Now, if you compare the Alexa ranking above and the two lists we have looked at before: The Google PageRank and SEOmoz MozRank, there are some obvious similarities. It is especially obvious towards the tops of the lists. The same recruitment agency web sites feature the top spots, and there are no “Big Surprises” there. If you r site is high in one listing, it is high in the other two as well.

Recruitment SEO: 29 Irish recruitment web sites SEO Ranking by mozRank

102 people have visited the Recruitment SEO: Google PR yesterday, where I listed the 29 recruitment agency web sites based on their Google PageRank. It even stirred some comments and discussions in the social media. Mostly on LinkedIn as it is expected since the recruitment social network LinkedIn is a “natural habitat” for an average recruiter.

The Google PR has it’s quirkiness. It is fantastic and horrible in the same time. It needs to be looked at relative to each web site as opposed to the absolute ranking number. That makes it almost useless to the people outside of the search engine optimisation industry. This is why so many people dismiss the Google PageRank. It is not the easiest to “get” actually.

Today we will look at the same group of the 29 recruitment agency web sites and this blog www.JobsBlog.ie and compare them a different by third party ranking mechanism. We will look at the ranking by the SEOmoz: MozRank. Here is what the SEOmoz site says about the MozRank:

What is MozRank?

MozRank represents a link popularity score. It reflects the importance of any given web page on the Internet. Pages earn MozRank by the number and quality of other pages that link to them. The higher the quality of the incoming links, the higher the MozRank.

How is MozRank Scored?

We calculate this score on a logarithmic scale between 1 and 10. Thus, it’s much easier to improve from a MozRank of 3 to 4 than it is to improve from 8 to 9. An “average” MozRank of what most people think of a normal page on the Internet is around 3.

How can MozRank be improved?

A web page’s mozRank can be improved by getting lots of links from semi-popular pages or a few links from very popular pages.

Note that MozRank is all about links. The number of links to your web site and their link quality. It is very safe to assume that a higher MozRank results in the larger amount of the referral traffic – from the web sites linking to your site.

Recruitemnt   Agency mozRank
http://www.morganmckinley.ie 6.22
http://www.cpl.ie 6.17
http://www.hays.ie 6.11
http://www.Vantage.ie 5.84
http://www.eolas.ie 5.62
http://www.brightwater.ie 5.49
http://www.hudson.ie 5.42
http://www.gempool.ie 5.04
http://www.jobsblog.ie 5.01
http://www.peoplegroup.ie 4.95
http://www.3qrecruitment.ie 4.93
http://www.hrm.ie 4.92
http://www.frsrecruitment.com 4.84
http://www.placeme.ie 4.74
http://www.harmonics.ie 4.56
http://www.Sigmar.ie 4.34
http://www.rftgroup.ie 4.33
http://www.collinsmcnicholas.ie 4.29
http://www.careerwise.ie 4.15
http://www.icds.ie 4.09
http://www.EdenRecruitment.ie 4.08
http://www.Brompton.ie 3.9
http://www.qedrecruitment.ie 3.75
http://www.Recruiters.ie 3.69
http://www.accountancysolutions.ie 3.68
http://www.recruitmentplus.ie 3.63
http://www.Stelfox.ie 3.55
http://www.MatrixRecruitment.ie 3.43
http://www.enterprisepeople.ie 2.71
http://www.solasconsulting.ie 2.67

Notice the difference and the similarity of the SEOmoz MozRank ranking of the 29 recruitment agencies above and the Google PageRank ranking from the blog post yesterday. How to judge if your MozRank is good compared to the other recruitment agencies? This blog http://www.jobsblog.ie/ has a MozRank of 5.01. The general rule you can adopt is – if your company web site is below a personal blog, you might want to do something about it.

Any surprises in the recruitment agency web sites ranking by SEOmoz MozRank above? Do you find it more or less relevant than the Google PR ranking?

Why Recruiters don’t like blogging?

Statistically less than 10% of recruiters write a blog. Less than 5% wrote more than 100 blog posts. That is one in twenty! There are number of interesting theories why recruiters are rarely bloggers. My own opinion is that by nature of the recruitment as a business it is really about communication and social interaction. I mean recruiters are natural networkers. This is a core skill a recruiter is effectively selling in conjunction with the sales skills. Guess what, bloggers are more often than not, not so good networkers. To write a blog post you need to sit and think and write. Not really a social activity, is it? To write 100 blog posts, quite a lot of this sitting and thinking and typing is involved. And quite often a blogger needs to write a lot to perfect his technique, understand his skills and his audience, before the blog gets any decent traction. And then, and only than it all changes, from the solitude, to online social networking on steroids! A good niche blogger is more known and has far greater influence than the editor of the industry magazine. It is to do with the payroll, with the freedom, with the social aspect of the blog as a publication.

The best recruitment bloggers I have seen have turned their career path completely. They blog. They teach. They train. They do not recruit any more. My best guess is that they have been in the wrong job in the first place.

I have spent my past 5 years preaching blogging to recruiters. I can tell you one thing: It was a tough 5 years! From the largest recruitment agencies to the start-ups I always had the same issue. They will be very excited about starting blogging after the training. But most of the recruiters will just get to that stage, being excited about it. But never post a single blog post. Well one can only bring the horse to the water.

A few clients in the last 5 years have made some extraordinary successes. The one just got published yesterday: A blog post is worth €20,000 by the great Peter Cosgrove. Reading it, just makes me feel good since my last 5 years didn’t go to waste. It’s really fulfilling to see your clients doing things you thought them, and doing them right.

TruLondon – Career Websites Lab – Applying science to define the ideal career website

#truLondon is next week, and by the looks of it – this is going to be the biggest one ever. 48 speakers or ‘Track Leaders’ in two days? With the tweetup and RIDE events added to the #tru event as well?

On top of the most interesting,… well to be honest impressive is the better word list of participants to any #tru event ever, there are some new things happening this time. Live streaming will surely be watched globally. One other thing that caught my eye is the detailed plan and schedule to build a recruitment web site – during the two days of the show. I have spent the best part of the last 10 years of my life defining what the recruitment web site should be, and hiring and managing teams who would work on the same. In fact today, I actually do very little outside of that main task – designing and building the future recruitment sites. Obviously when I saw the detailed plan to build a recruitment web site with the collective thinking of long list of people I have learned a lot already, I got excited! This is what Bill has planned for us next week:

TruLondon – Career Websites Lab -Applying science to define the ideal career website

The Brief – Day 1

  1. Defining a career website
    1. TruCareers – The Tru career website
    2. Who is it for employer or candidate
    3. What is it – a job board, an information platform, a community platform, gateway to the ATS
    4. Defining the audience
      1. Active job seekers, semi active, inactive
      2. The visitor personas
      3. Where do they hang out, what do they use: Search engines, social, job boards, offline, mobile
      4. What should a career website contain
        1. Brainstorming functionality and content
        2. What is most important
          1. Defining what is important for the individual personas
          2. Scoring functionality and content
          3. Defining the wireframe structure
            1. Defining the user journey and what they need to see/access
            2. Defining the Home Page
            3. Defining a Job Family Page
            4. Defining the wireframe structure
              1. Defining a Page focussed at an active jobseeker
              2. Defining a Page focussed on a less active job seeker

Build the wireframe before day 2

  1. Presenting the prototype
    1. Feedback
    2. What would you change – why
    3. The candidate experience
      1. Expectations low or high
      2. Employer requirements, volume, filtering, prescreening
      3. Using channels
        1. Content via Facebook, LinkedIn, blogs etc
        2. Do you stay in channel or direct to career platform
        3. Capturing information, how do we…
          1. Register (LinkedIn, Quick Apply, CV Parsing, iProfile)
          2. Follow
          3. Express interest
          4. Apply
          5. Mobile
          6. Continuing the engagement, linking with other platforms
            1. ATS
            2. Talent Community
            3. CRM

This #truLondon, is going to be something else!