Jobs Market works for you!

JobsMarket.ie is a Social Network for recruitment. Here is a how Jobs Market front page describes the jobs sites:

Jobs Market works for you!
There are three fundamentally bad aspects of the jobs boards:
1. The job boards are selling YOUR data and you gave them it for free.
2. The job board has effectively restricted access to companies who can afford to pay for the service.
3. Your data is only visible for those periods of time when companies pay for it and actively search for some skills.

Jobs Market is the reverse of this and bring benefits for those actively looking for work, those not actively looking for work, employers and even recruitment agencies.

So what is Jobs Market?

Here’s what Jobs Market does:
1. Enables people to promote their skills
2. Enables people to publish their availability and references
3. Enables people to control how their data is presented and how they can be contacted
4. Allows ALL employers to search for people

Best of all? It’s simply free to everyone.

Jobs Market recruitment Social Network is in BETA stage. With the interesting usage of LinkedIN hResume. :)

Worky

workyWorky is a Recruitment Social Network. Kind of like LinkedIN, but a few years later. Worky has no people in it jet, but has the pricing model – a bit steeper than LikedIN.

What is wrong here:

RecruitIreland goes FREE and in the same month Worky is goes live more expensive than LinkedIN, that Irish recruiters find too expensive.

Oh,… and also Flexitimers stopped charging for the jobs advertisements as well. There are clear signs more and more sites are going to go free. But not Worky. Worky is more expensive, so obviously better than LikedIN.

But Worky is global, so not in a league with Irish Jobs and Recruit Ireland. Worky is the new Monster. Actually Worky is a new Monster and LikedIN together.

Worky we wish you well!

Here is what Worky says about themeslves:

Why Worky? … The before and afterCandidates
No more dark ages of the job boards
When everybody first started using the internet it was a novelty to see jobs from the newspapers up there
It gave us all a buzz applying for a role online
And for a couple of years that model of offline or newspaper style job adverts stuck up on the internet kept us happy in the dark

But not for long
Very soon it was endless lists of jobs and endless lists of job boards, sites boasted about how many jobs they had but candidates only wanted one job and so lost heart..

Did the agency or the company get my application?
Did my application fall into a big black hole?
Who is looking at my application?
Do they like my application?
Can I not see a bit more about where this job is before I apply?
Don’t they want to know my preferences before we get off the first block?
For employers and agencies it became heartache too
Why can’t I find suitable matches?
Why do so few applicants match what I’ve asked for?
Which job board do I use?
Do these job boards spend anything on advertising?
Which one actually engages with the mainstream everyday candidates?
Along came the Upload your CV era – but full of broken promise

For candidates

Who is looking at my CV?
Is it still live?
Do I have any control?
It’s too complicated to make it anonymous?
Can my boss see my name or our company name?
For Employers

Employers grew tired of seeing that 1458 people matched their job
Grew tired of keyword searches so man who sold java coffee was matched against 1000s of java programming jobs
At last Worky…
Not a job board
Not an upload your CV mechanism
For candidates a place to create your own individual online skills profile and have it seen by every employer for free in the safe knowledge that it is anonymous until you see that they may have a role to suit. A place where once you upload your profile, you can job-hunt while you sleep.

works for candidates… Join in

For Employers A place to copper fasten the skills you want in an employee, a place where you can see with ease who matches your job financially, geographically, by skills and by work experience to name but a few. A place for employers to see first if there are matching candidates before committing to pay

works for hirers… Try it now

Recruitment Roadshow Ireland 2008 – 2009

It is almost 2 full years now that I started doing the list of the trainings and presentations collectively called The Recruitment RoadShow. I had a chance to get to know a really large group of the recruitment consultants all around the country. Two years is a long time to be giving the same presentation. So the list of the topics has changed during the time. Some topics like the Recruitment Blogging have just expanded, and started dividing into the smaller more defined presentation topics as blogging evolved and it usage grows in the latest years.

Not only that the Recruitment Roadshow is changing, but I feel I am changing with it. Most of the change is the deeper understanding of the recruiters. It is understanding how different the recruiters and the recruitment processes they implement are. It affects the candidates as well, since their experience differs drastically from a recruiter to a recruiter.

What I have learned is that there is no perfect recruiter (that I somehow assumed before!). As in all other professions there are all kind of people with all kind of different skills in the recruitment industry. But it is not guaranteed that the recruiter I like you will like as well. This is because you might need a completely different service level than me. And the recruiter will most likely perform better working with one of us then the other. So our perception of the same recruiter will differ. And sometimes it differs drastically!

I also noticed the difference in a perception a group of recruiters will have of a received Recruitment RoadShow training. Some of them would like the hands on approach, and the newly acquired skills would be the exact match to what they have been looking for. Their new skills will help them do their job better and faster. And they would understand it and would rate the training session highly. But unfortunately if you deliver the same presentation to a large group at once, you are bound to have some people you will just not serve with what they need.

For example if you have an hour long training on how to utilise the social networking web sites in the recruitment process, and you have a person in a group that is just introvert or shy, or for any other reason has a block towards communication with the unknown people in the open forum (that is quite a strange situation and is just not for everyone), he will not take anything home from such a session.

As well as the social networking sites the blogging has a long list of issues in the corporate recruitment perspective. How do you control your corporate branding policy on private blogs by the staff that is published in real time? What is even worse the blog is open to anyone to contribute? So in other words any of your competitors or people who might not like you very much can post anything he wants on your corporate blog that is a part of your publish web site? Branding issues, liability issues,… the list is actually pretty endless. And in the same time at this stage we KNOW we HAVE TO do it?

I also have to thank all of you who have helped me to get the Recruitment Roadshow to where it is now. To everyone who asked a question that helped me to understand you better. Some 3 to 4 years ago we brought in the multiple job posting into the recruitment in Ireland, and automated the boring task of posting your jobs to the Irish jobs sites. The last two years of the Recruitment RoarShow made it quite clear that there is more to be done in the recruitment to improve the whole process. It is the strict and well defined usage policy of the social networking, blogging and publishing of the content online in general to help the recruiter market themselves and be found directly (as opposed via the jobs sites) by the more targeted candidates.

www.JobsBoard.ie is where the next recruitment platform for the Irish market will be published, and it will include all that you have suggested in the last two years during the Recruitment RoadShow sessions. When you start using it, please let me know did we get it right!?

17 jobs in Ireland advertised in LinkedIN

LinkedIN obviously has some problems in the sales of their jobs advertising in Ireland. Currently there are only 17 jobs advertised in LinkedIN Jobs section. It is Mid January, the time the recruitment season is normally in the full swing in Ireland. Microsoft is there as they always are there present with a job or two, and funnily enough Dell is also advertising a job. Knowing how Dell is (un) popular with the hundreds of redundancies announced last week, it’s just a bit strange to see them advertising on LinkedIN. Especially since there are only 17 jobs in Ireland advertised at the moment.

This is the worst time for Jobs in Ireland according to the number of advertisements in LinkedIN. There used to be 40 to 60 jobs in last year or two almost all the time. To see the number of jobs dropping to 17 only… makes you wonder. Is it the recession? Or is it just poor sales team in LikedIN?

Web 3.0 Jobs Board

Web 2.0 with its main characteristic that ‘Everyone Can Publish’ didn’t really make much difference to the jobs web sites. Even the ‘Most Professional’ social network LinkedIN did not have much of the impact on the job boards, even to the ones tightly integrated with it like SimplyHired. The Blog as such again failed to leave any impact on the jobs boards. Video CV, video in interviewing, video presentations of the jobs and companies didn’t do much until today as well. In general the job boards kind of didn’t seem to notice the Web 2.0 have happened at all.

Web 3.0 will have a quite different impact on the job boards. The Web 3.0 is going to try to make sense of all this publishing of the Web 2.0. Remember the rating stars on blogs or ecommerce web sites? The Web 3.0 will use those and really rate each piece of the content based on the users ratings let on those web sites. Google AdWords programme has an element of that even today. If you create an advertising campaign, and Google AdWords displays it a lot without people really clicking on it, the advertisement will be demoted, and will not show o the prominent highly visible places any more. In fact, it might only be showing hen there is really nothing else to fill the advertising space with.

Web 3.0 Jobs Board

The jobs board is a place where there is a huge amount of ever changing content, with a huge number of visitors flicking trough it data, and guess what? Scoring the data as well! Scoring? How? Well there is the job application. The more the job is applied for, obviously the more it is interesting to the majority of the people. A jobs board CAN make sense of its data. It can RATE each job by the most important factor (conversion ration) number of applications for each job.

The job applications are just one element a jobs board can use to rate the jobs advertised. What it can also use is the number of the job is viewed. That quality score is about the quality of the job title and a short job description – that display the job in the search results.

Furthermore the length the visitor spends on the site where the job is, is the element the a jobs board can use to determine about the popularity of the job.

The complete picture of the ‘value’ of each job needs to be gathered from the combinations of the elements above that define the quality or the popularity of each job. The date of publishing certainly has to play its factor here.

Can you imagine a jobs board that functions like Digg? And only if the job generates enough applications in its short life span, only then does it ever get to the front page? Well this is what a Web 3.0 Jobs Boards are going to be all about.