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.


Jobs Blog > Web 2.0?

Well I guess I owe it to you my dear readers (especially ‘The Regulars’), a bit of the visual upgrade to the When I first started blogging, I was not sure how will it work. My first few blog posts were just a bit… insecure. :)

Then I got to the first 100 visitors a day, that I have put myself as a target originally when started. And from there onwards and upwards…

Anyway, I just realised I concentrated on the quality of the content 100%. What I forgot is the ‘looks’! So, to get all my ramblings into some more readable and nicer framework I decided to start working on the visual improvement of this Jobs Blog. A properly designed logo is what I will work on first, and then the layout and the rest. Here are some samples of the fancy looking web 2.0 logos. Let me know what ones you like?



The Second Generation Of Job Aggregators

Julian Stopps wrote an article: “The Second Generation Of Job Aggregators” that made me thinking. What is the next generation of the online publishing and advertising media going to look like (and function like)?

The following are the basics:
1. Web 1.0 – a ‘Classic Job board’, where people go and advertise jobs, and job seekers browse and search.
2. Web 2.0 – A ‘Jobs Aggregator’, a site that displays jobs from different job boards.
3. Web 3.0 – this is the question….

It is strange actually that the modern job boards do not include any job seekers generated contents. That would actually bring a job board to a Web 2.0 Recruitment era. There is obviously an issue in sticking a Wiki on a job board. This actually prevents the ‘Classic Job Board’ to even enter the Web 2.0 group of web applications.

Job Aggregators in Ireland and worldwide, have their fair share of success and problems. If they pass on the queries in the real time to the job boards the speed (and traffic) becomes an issue. If the results are spidered or crawled and stored up front, the possibility of the removed jobs gets higher the older the spidered data is kept.

So a Jobs Aggregator would be ‘perfect’ if it could quickly display the fresh and accurate data from the jobs boards. For that to happen there needs to be a process of the job board ‘pushing’ the new data to the Job Aggregator. The second requirement is for the job board to ‘announce’ any changes like a job updated or a job deleted.


The first part of the technology required actually already exists and is used within most of the blogging engines. There is a facility in the job blogging engines to ‘PING’ other web sites – to announce a new content published. The example is this blog that you are reading, published on the WordPress blogging platform, that can be (and is this case is) set up to PING the Google search engine every time a new blog post is published. What does Google do when it receives a PING notification with the URL of the new post? Google sends it’s crawler, and in most cases within minutes crawls the new page, and includes the new page in the search index. The whole process takes a few minutes only, and that is with a very, very busy Google search engine that crawls the whole Internet.

So imagine a scenario where there would be a jobs web site that would let other sites PING it, and would send a crawler to the site path pinged her, and included the new page in its search index. The process would not take more than a couple of minutes. What that would mean is that the new job site would have the new jobs added to it in almost real time. There would be a couple of minutes lag, and that is more than tolerable. What is really needed for this to happen is that the recruitment sites build in the automatic facility to be able to send a PING when a new job is posted. That as we know is not really that hard since a PING in reality is a pure simple http request containing the URL of the new page advertised.

The next steps?

The technology of updating the jobs and especially removing them does not really exist. Updating might actually be implemented on a recipient side in the sense when a PING request sends a same URL that is already stored in the database, for the crawler to be sent to the originating page gain, and the old record overwritten. The deletion is a totally different story. The whole PING technology just does not support it jet (at least not that I am aware of it?). Perhaps an implementation of the existing PING technology could be used with a small extension, perhaps with a DELETE command sent somewhere in the PING http request.

Blogs Jobs Recruitment

Web 2.0 Recruitment

The recruitment industry is changing. To stay on top any recruiters has to in one way or the other follow the change, since the ‘old’ recruitment model will soon simple disappear in most industries. The Web 2.0 Recruitment will differ greatly from the traditional recruitment in the aspect of the recruitment advertising and searching and sourcing the candidates. The combination of the whole collection of the social networking web sites, the collective bookmarking and scoring web sites, the personal blogs, corporate blogs and a purely recruitment blogs with change the role the traditional job sites (job boards) have today.

Web 1.0 Recruitment

The job boards have replaced the traditional media like newspapers, radio, billboards, and TV. After the year 2000 the web was catering for the vast majority of the recruitment advertisement business. The broadband penetration was fuelling it. It still keep on fuelling it 8 years later, and bringing it to a next level. The level of the Web 2.0 Recruitment.

Web 2.0 Recruitment

The job boards and their CV databases will start losing their value in the Web 2.0 Recruitment model that we are entering. As Encyclopaedia Britannica disappeared when Wikipedia gained popularity the similar future is ahead for the job boards.

LinkedIN is slowly replacing the CV databases in the more advanced economies like UK and US. The most popular CV database in Ireland, the Monster’s CV database will soon start feeling the heat from LinkedIN. The crucial moment will be when the quantity of the newly created LinkedIN profiles becomes greater than the number of the new CV’s Monster’s database receives a day. And that is very likely to happen in the year 2008 if the current trends continue.

Recruitment agency and employer’s web sites will start blogging and utilising all the blog related content syndication, RSS, pinging, trackback and comment features to attract and engage the job seekers. The Job seekers will from their end in their personal blogs generate their own related content, and ‘engage’ really more than just ‘subscribe’ to the recruiters offerings.

Altogether the Web 2.0 Recruitment will be more characterised by networking, contributing to the content, and engaging in content development than just traditional advertising jobs.