Recruiters can register and advertise their jobs on JobServe.com, and the site will email their listings to candidates, provide RSS feeds to job seekers, provide recruiters with candidate databases and more.

If all of this sounds a bit familiar, that’s because it is. While it’s true that JobServe provides up-to-date technology for its site visitors, and streamlines its job search capabilities through the use of a handy tool that remembers your last search, or a global map that shows what regions you’re searching, with the ability to choose larger or smaller regions - it’s hard to feel as though any of these gadgets are truly innovative anymore.

There’s a double-edged sword to being the Internet’s “first” of anything. That’s because, while it may be impressive to create an innovative online tool to search jobs, many others have done so since, and have created more and better user-friendly capabilities to do this exact same thing. It’s an unfortunate fact of traditional marketing that age and experience are not necessarily advantages on the Internet where the thing that’s getting the most traffic and serving the most people at any given time could very well be only 16 minutes old.

None of this is to say that JobServe.com isn’t a valuable site, because it certainly performs well and seems to deliver on its claims. The fact that the site segments its content across three different global regions and delivers job seeker information for millions of opportunities is a pretty significant feat and worthy of notice, especially for those recruiters and job seekers who are not limited by the traditional 50-States-and-no-more approach that restricts the capabilities of many other websites of this kind.

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Clicking on the “Careers” link in the main site’s left navigational column sends you to the landing page of the JavaWorld.com Career Center. All of the usual functionality can be found here for job seekers including Quick Job Search, Featured Jobs and Companies, Post Your Resume and many other job seeker tools. Recruiters and sourcers have the option of job postings and resume database access. A quick search in their database on “Java” netted 96,000 resumes total‚ (see below):

The site also peels back resume “web results”‚ as well. “Java” netted 60,000 resumes here:

But I think that the hidden gem in the JavaWorld.com site are the capabilities that it provides for recruitment professionals to learn more about the Java developer mindset and the inherent advantage of understanding more about this valuable segment of the IT population.

In the JavaWorld.com Career Center, you can see at a glance what the top U.S. cities for IT jobs are, and then search those cities to learn what kinds of technology professionals are in demand regionally. Two other online tools that I found helpful were:

• The site’s capability to perform job-related searches using IT keywords, which is an excellent way to learn the basics of available technology job assignments if one isn’t immediately familiar with the terminology, and
• IT Job Descriptions, in which the site provides basic job descriptions - many of which include video support - for a number of career assignments. This struck me as a very valuable resource for recruiters seeking quickly-accessed, specific information about filling slots in the technology sector.

JavaWorld.com is a cleanly-designed, excellently-organized site - not surprising, considering its target audience - that really does include a great many decent resources for recruiters and job seekers alike.

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But does the site offer anything at all for recruiters or internet sourcers?

Fortunately, it does to some degree - but its resources are all more or less on the informational side, as opposed to content that can be easily leveraged to create leads right away. You can see what I mean by accessing the “Career Centers” link in the site’s left navigational column. Clicking this link will send you to a page where you can find:

• Occupational Outlook Handbook - this could be an excellent resource for recruiters, with research and information on 350 different careers, provided by the U.S. Department of Labor - and this section of the site is all keyword- and category-searchable.
• Employer and Candidate Interview Questions - a fairly basic resource, but handy to have for recruiters to coach interview-bound clients.
• Ask the Hiring Manager - an online career Q&A forum with Brian Krueger, author of the book College Grad Job Hunter. This section of the CollegeGrad.com website is a robust and interesting resource for advice about careers, interviewing, job searching and more.

Of course, CollegeGrad.com offers job posting and resume database search capabilities for employers, along with virtual job fairs.‚ The site also provides a great many of the standard tools for job seekers - posting resumes, searching jobs, interview preparation, salary negotiation tips - and organizes its content very well, clearly and directly. This is a good, deep site with plenty to recommend; its targeted content prevents it from being a top-tier destination for recruitment professionals, but it’s still worthy to note as an excellent resource for entry-level job seekers.

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• You can find Recruiting or Human Resources candidates searching for new jobs
• You yourself can search for new Recruiting or HR jobs and post your resume
• You can read up on a variety of HR subjects including resumes, job searching, salary info, and continuing education

Recruiters sometimes do have to recruit other recruiters, so where better to find qualified candidates than a site such as this one?‚ Jobs4HR caters to HR professionals who are searching for new careers in their field.‚ Rather than searching on job boards that have all types of candidates, this site will give you a large amount and a wide variety of professionals in the HR related fields all in one place.‚ ‚ 

For employers, this site offers job posting services for 60 days, the ability to search posted resumes, and also a service where you have access to all of the other sites affiliated with Jobs4HR.‚ These other sites that are part of the “LocalCareers.com Network” include job boards for each state and a handful of other website that have “Jobs4″ in the title, such as Jobs4Sales, Jobs4Diversity, and Jobs4Engineering.‚ Once you sign up, your login and password works for every single website listed in this network.

For job seekers, you can search a large amount of jobs by keyword, category, or location. You can also post your resume so employers on the site can find you.‚ A few other things that I noticed while browsing: some of the jobs that are posted are linked from TheLadders.com (see previous blog post about this site), which are only jobs over $100k.‚ These jobs were listed as manager and director level positions, and Jobs4HR links you to TheLadders to apply for them.‚ Also, there is a link on the main page titled “Broadcast Resume”, which takes you to a sister website called ResumePoster.‚ Job seekers‚ can blast your resume to “thousands of recruiters” who are targeting job seekers in the industry you choose. Recruiters can sign-up for free to receive resumes.

The other info that is included on this website is helpful information and resources for job seekers, including tips on writing a great resume, articles about relocating and salary figures, and links to other career sites.‚ One neat feature that I found on this site is a Panic Button - if you’re browsing the site at work (looking for jobs for yourself instead of candidates!) and your boss is near, you can click on the Panic Button picture in the top left corner of most pages and you are taken to an article about effective time management.‚ Clever.

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“¢‚¬¦a rigorous and disciplined methodology that uses data and statistical analysis to measure and improve a company’s operational performance by identifying and eliminating “defects” in manufacturing and service-related processes.”

If you’re already familiar with the Six Sigma methodology, the i Six Sigma website has a wealth of content for you, whether you’re a recruiter or job seeker. If you’re not a tenant of, or curious about, the Six Sigma process, there’s not much for you there, but it’s also not a website you’d likely stumble across if you weren’t interested, anyway.

i Six Sigma provides comprehensive resources to businesses at every level of the Six Sigma maturity. The site offers searchable job listings, a resume database with over 19,000 professionals, blog posts, newsletters (where job postings are promoted to over 38,000 subscribers), events and conferences, forums and more, all designed to assist readers in learning new skills, advancing their careers and contribute to the success of their companies through the use of Six Sigma.

Job recruiters focused on finding prospective clients or researching companies that subscribe to Six Sigma would certainly find a lot to do at i Six Sigma. Among the best resources on the site are the discussion forums, where hundreds of career- and company-related chat threads can be searched and surfed to find Six Sigma-related topics. One possible use for the forums would be to research specific companies that use the methodology, or to learn common concerns and themes in Six Sigma-prescribed employees who are seeking ways to advance their careers.

The site also has a fairly involved blogosphere area with multiple authors and plenty of topics and opinions on all things Six Sigma. While the i Six Sigma site can be a bit tricky in terms of navigation - due at least in part to its copious advertising banners that flash, blink and otherwise grapple for your attention - it must be said that anyone researching Six Sigma and its attendant capabilities would do well to make i Six Sigma their first stop.

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What it has, however, is the ability to use all of the other job board sites to your advantage.

Essentially what eQuest offers is the ability for human resource departments and recruitment professionals to post their company’s available job listings to multiple online job boards all at once, thereby eliminating the need to visit multiple sites re-enter information multiple times and pay multiple vendors for essentially the same service. According to the site, eQuest manages the flow of job-posting transactions to more than 1,000 unique job boards and reaches more than 200 countries and territories worldwide daily.

And eQuest offers additional tools besides simply posting your company’s job listings on multiple sites. eQuest will also track those sites for you, providing detailed analytics in terms of where candidates are finding your listings, where they’re clicking when they find them, and which job sites are working best to bring you serious, qualified job candidates.

Ultimately, eQuest provides a fairly specialized service for a specific clientele; but it’s simple to see how a large corporation with many open job assignments at any given time would be able to realize savings of time and money by taking advantage of eQuest’s services.

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Employers can also post jobs for a fee for job seekers to search and apply to through the Hcareers website.‚ Many large employers in this industry use this site for finding candidates for their open positions; a list of all employers registered is available from a link on the main homepage.‚ 

Another feature of this site is an area called “Resource Center”, where job seekers can get advice and tips on searching for a new job, acing interviews, and putting together a resume.‚ There are also newsletters that both employers and job seekers can sign up for; the employer newsletter focuses on recruitment strategies and opportunities for training, and the job seeker newsletter highlights new job opportunities or companies and strategies for job searching.

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Registration on JobsInLogistics.com is free for recruiters, although there is a rate structure in place for posting job openings. Still, recruiters can take advantage of Job Cloning and Candidate Tracker, online tools that the site boasts “reduce time in posting jobs and in reviewing and managing applicants’ resume responses”. Candidate Tracker is free to use, and stores resumes submitted for the recruiter’s jobs for 90 days. Recruiters can also organize their candidates using a number of criteria for quick and easy access when contacted from an employer for more information.

Job seekers can take advantage of most of the site’s tools without registration, or for free with registration; the only difference seems to be that a job seeker can post their resume to the JobsInLogistics.com database when they register. The site also provides resume writing advice and plenty of off-site links to industry-specific employers.

JobsInLogistics.com isn’t the most up-to-date site you’ll find; there are no e-newsletters to subscribe to; no RSS capabilities or blogs or forums. But for the audience it’s serving and the industries it covers, the extra bells and whistles likely aren’t necessary. This is a site that understands its purpose and knows how to drive its point home. And yes, that’s another awful logistics joke. Sorry about that.

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When you first arrive on the Medzilla homepage, you’ll notice that the site’s primary navigation is split between “Job Seekers” and “Employers & Recruiters”. Very quickly it’s clear that the site is designed and created first and foremost to appeal to its users’ needs, which of course is always a good thing.

Clicking on the “Job Seekers” tab provides a keyword-based job search, an interface to create an online account and submit a resume, develop a job search agent, access articles and forums and more. For recruitment professionals, the “Employers & Recruiters” navigational tab results in quick access to the site’s resume database, where site visitors can search via keywords or location radius. Employers can, of course, also create an account with which to post available job opportunities.

Medzilla also supplies a helpful means for both recruitment personnel as well as job seekers to search open assignments via company. The site displays about 70 corporate logos, each of which navigates to a job search result page when clicked. To be sure, it’s a great way for job seekers to find available openings at a given company, but recruiters can also discover value here in seeing at a glance what kinds of openings are currently available at a company-wide level. The search results are grouped according to location, which is also very helpful in terms of targeting recruitment opportunities. In terms of strongly serving a niche market, Medzilla more than fits the bill.

The site certainly is a comprehensive resource for job career news and information, but it also provides recruitment professionals with an impressive array of tools to target opportunities in the life sciences segment. Clicking the site’s Career Fairs tab at the top of the page provides upcoming events truly geared toward‚ the life sciences industry to include‚ pharmaceutical and biotechnology. Likewise, the site provides highly organized and widespread company profiles that include available jobs, related news items and contact information. These profiles can also be searched via industry, location, services and more.

And here’s a helpful piece of functionality that the site offers to further target its content: clicking on the main navigational tabs at the top of the page provides segmented versions of the site’s content for the biotechnology and pharmaceutical industry (BioSpace); medical device and diagnostics interests (DeviceSpace); and a clinical research channel (ClinicaSpace). See the screenshot and note the arrow:

Each tab provides some similar site content, but with a number of key differences so that site visitors can appropriately segment their search for news, events and job search opportunities.‚ There is an “Employers” section to each site, where there are options for job posting and resume search packages. With extensive access to newsletters, featured stories, blogs and more, all three of these interconnected resource websites provide a wealth of content for job seekers and recruiters alike.

It’s professional - but hip. That’s probably the first thing you’ll notice about Talent Zoo upon visiting its homepage. From the animated, bouncing star in the site’s logo to the cool pictures and relaxed writing style, this is clearly a site created for, well, creatives.

Talent Zoo features a job board for employers to post open positions, and the usual content valuable to‚ recruiters - which companies are hiring what kinds of employees - but there’s quite a bit more to be found here. Employment trends, salary information and guest articles are just three examples of communications industry-specific content that can be found on the site. There are also numerous links off-site to like-minded Internet destinations of value.

One example is the Hiring Revolution blog a Talent Zoo affiliate site which offers “¢‚¬¦advice, information, and insight into recruitment and retention¢‚¬¦” in the advertising and communications industries. It’s a very informal, sometimes raw, site, but it’s also a pretty rare and valuable find in the way that it speaks the recruitment language and tells stories from the trenches while still providing compelling industry information.

That’s just one example of unique content found at Talent Zoo. Job seekers can also find more blogs, Web comics, podcasts, tons of career advice and extensive resume and salary tools to assist in career development. And of course, there are plentiful and nationwide job listings to search through, including a “Rookie Directory” resource in which entry-level job seekers receive special consideration.

Ultimately, Talent Zoo might have a few offbeat quirks, but it also makes for a fairly natural environment for recruiters and job seekers alike.

Vault offers a general job board for employers to post open positions for a fee, a free HR newsletter and‚ employee surveys. Employers can post internships for free to the site. A community section of the site offers a forum where topics are listed and members of the site can interact with others‚ by reading and posting‚ messages. In addition Vault offers a “Buyers Guide”, which offers a comparison of‚ recruiting and HR related products and services.

Vault offers job seekers the full capability to search nationwide job listings and apply online, provided they have registered and have uploaded a resume. Similarly, researching salaries is only available to logged-in members, and many other levels of information can only be accessed with a paid membership.‚ Vault attracts heavy student traffic to it’s site‚ offering a‚ campus marketing program that delivers an online “career library”‚ with guidebooks,‚ company profiles and articles all aimed‚ at helping students launch their careers.

Vault memberships are both fee and free depending on what you want.‚ Vault membership provides “insider” access to employee and salary surveys that are searchable by location, company name, industry type and more. Paid members can also find out interviewing tips, company quality of life rankings, tools to review and evaluate resumes and cover letters and quite a bit more. Without the membership, job seekers can still get a snapshot of company profiles, and can also access a wealth of information, career tips, white papers, etc., but paid membership, however, is the only way to truly open up the Vault.

At first glance, it would appear that Workforce Management is primarily a resource for news and little else. And while there is an abundance of news on the site - latest news, top articles, recent blog posts, lead story, more stories, etc. - one doesn’t have to look very far to find more interactive online resources such as job listings, upcoming conferences and webinars, e-newsletters and downloadables and pretty much everything in between.

Take a look, for example, at this portion of the Workforce Management homepage, where “Topic Channels” break archived articles down into quickly-referenced topics on the top left. Or, on the bottom‚ right of this screenshot, notice the “Featured Jobs” box in which dozens of clickable, nationwide HR positions scroll endlessly by, complete with company name and locations. This area clicks through to WorkforceHRJobs - a site exclusively dedicated to HR related jobs. Employers can post HR jobs and request resumes there.

There’s a lot to find and a lot to do on Workforce Management, and recruiters can discover a great deal of information specifically geared toward their interests, often via links labeled “for recruiters” and the like. Site visitors can also subscribe to the printed version of Workforce Management and register for “full access” to the site. It’s a crowded, busy site where a great many links demand attention - but as packed as it is, Workforce Management still doesn’t feel confusing or overwhelming. It’s organized intuitively and leads you to make certain navigational decisions as you delve deeper into the site.

Just make sure you’ve blocked out enough time to do it.

As an employer member of the site, you are able to post jobs and search their extensive database.‚ Candidates have to pay to view job postings, which narrows down the chances of your company receiving resumes from under-qualified or unqualified candidates.‚ ‚ A great feature of the site is the ability to see a quick preview of each candidate’s profile on the results page without having to click through multiple pages.‚ You can hover your mouse over the candidate’s name and a small window pops up, giving you the basic information including industry, job title, salary range, summary and more.‚ One catch is that the job posting function will not allow you to post jobs if the salary that you enter is below $100k.‚ 

Using this site to recruit senior and executive level candidates will give you access to the “cream of the crop” candidates who are serious about their careers and their job search.‚ 

You can search what are called “resume books” for each of the schools you are linked to.‚ Resume books are basically groups of resumes, organized in different ways such as by major or by industry.‚ Whenever you choose a folder, it pulls up a list which includes the name of the student, their GPA, graduation date, and their major.‚ You then have to click on each name to pull up their profile, and on their profile page, you can click to view their resume.‚ You can also email the student directly from their profile page if you are interested in their qualifications.

Another feature of this site is the ability to post jobs for the individual schools you are linked to.‚ These jobs can be accessed through the school’s Career Center, where students can apply and have their resumes sent directly to you.‚ Registering your company with Experience and linking to colleges in your area is a great way to find entry-level candidates.‚ This is also a helpful tool if your company has internships available, since many of the resumes posted are ones of students who have not yet graduated but want to get their foot in the door early.

As with most career websites, their are free and pay plans to choose from. Jobster has a variety of different packages designed to meet most recruiting needs. Jobster has partnerships in place with companies such as‚ Facebook and ZoomInfo to provide a wealth of contacts and additional sourcing data found outside of the Jobster network. Posting jobs gives you the option to pay $25 up front and receive unlimited applicants, or pay nothing upfront, and pay $5 only when a job seeker‚ applies to your posting. There are other ad options and upgrades, such as sending a feed of all your company jobs to be included in their search engine.

The free option lets you create a user profile and search across their network by key words and locations. Each profile can be filled with work history, resumes, personal information, videos‚ and tags.

Here is an example search. I want to find people with sales experience located in Miami, Florida. Please note the arrows in the screenshot. Each profile has what Jobster calls “superstar tags” which are key words a user picks out to best describe themselves. There are ways to refine your search on the right hand side, such as filtering profiles to find only those who are “job hunting”.

An example of a profile I clicked on is here. Alot of profiles have resumes attached to them, and there are ways to reach out to each user by “leaving a note”.‚ Users can get set-up in their system for notifications on notes, candidates, profiles, you name it.

This site gives recruiters the ability to post open contract software positions and search for contractors numerous ways - by keyword, location, preferred working location, name, et cetera.‚ Another way to search is by using the “Search by Skill Set” function, which breaks down almost every technical skill set that you could ever think of.‚ This website is especially helpful when you are searching for hard-to-find skill sets that aren’t as prevalent on major job boards.‚ 

The screen shot below shows an example of the results that come up while doing a skill set search on SAP FI/CO contractors.‚ Next to each contractor name, the site shows you whether or not the contractor is currently available (if they regularly update their profile), and where they are willing to work.‚ This site is free for employers and recruiters, and the contractors post their contact information in their profile so they can be contacted directly.‚ 

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Craigslist is a very good alternative to the major job boards such as Monster and Careerbuilder in that there are options for posting positions here, and searching across resumes posted‚ to the site‚ as well. Posting is free in most of the‚ cities, with small fees in some of the major cities including NY, Los Angeles and Washington, DC. More than 1.5 million jobs are posted to the site every month. In terms of traffic, the site gets 8 billion page views per month - so you are guaranteed to have alot of people see your postings. I did a quick search in their resumes section and found 75 “Software Developers” in the San Francisco area. Here is a screen shot of the resume searcing capabilities:

Craigslist has expanded well beyond it’s northern California roots to encompass every major city in the U.S. as well as Canada and many other countries overseas. The site covers 450 cities worldwide.‚ I have heard many success stories from using Craigslist as a strong alternative to other career sites that have forced employers’ hands with huge fees.‚ 

The site is beneficial for recruiters in that the majority of users who are on Jobfox are not actively seeking employment, but are willing to look at the “right” opportunity if it matches their criteria. A large percentage of Jobfox users are not on any of the other major job boards such as Monster or Careerbuilder. In addition, if you get a candidate from Jobfox who is a 9/10 match for instance for your open position, you can be sure that the candidate is well qualified especially by skills sets, as Jobfox uses a fairly robust system.

Their is a video online at Jobfox that goes over their service titled “New Approaches to Sourcing Passive Job Seekers“.

Indeed represents another option for recruiters‚ to‚ advertise their open positions instead of ponying-up for a package of job slots with say Monster. In fact, if done right, it could be pretty cost-effective too. Indeed offers a performance-based model like “Google” where you only pay when targeted job-seekers click on the ads that are relevant to what they’ve searched for.‚ They claim to get over 4 million unique visitors to the site each month.

So for an example, you could place an ad for a Systems Administrator position based in San Francisco, California with Linux, SNMP and other key skills. You would place the‚ ad on Indeed with a link back to‚ your companies career site or perhaps another location on the web where it is placed, and each time a user finds your job, you are charged per click. See the example screen shot:

There are great benefits to both recruiters and job seekers. Recruiters get a targeted audience for their open‚ positions (based on defined key words, locations and more).‚ Job Seekers find jobs that match their exact search criteria (including key words, locations and more). In addition, Job Seekers can save‚ their searches on the site and have jobs delivered to‚ them by email alerts,‚ RSS feed readers and other means. The RSS feed directly to candidates is great because they simply set-up their search criteria and when a job matches it is sent directly to them without having to revisit the Indeed website.