Whoever thought up the phrase “Information Highway” probably had something like Workforce Management in mind. It’s a thorough, exhaustive site with copious resources for recruitment professionals.
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.
TheLadders is a job site that focuses only on candidates and jobs that are over $100k.‚ Employers that have job openings that pay over $100k are able to take a free fourteen day trial of the site.‚ TheLadders focuses on senior and executive candidates since many of these candidates may not want to post their resume on the more popular mainstream job boards, and those same job boards may not have the level of positions that they are interested in.
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.‚
Guru.com has what you need to connect with freelance consultants.‚ The site currently has 629,000 freelance professionals. The types of gurus you can find on this site are everything from web developers to designers to writers to accountants and more.‚ For free, you can look at profiles of consultants that match the field you’re searching for.‚ You can also post a project on the website and get quotes from freelancers who are interested. If you want to move forward with a freelance consultant, the site offers to manage the payment cycle between both parties for projects.
Each‚ profile includes information like geographic location, hourly rate, and the freelancer’s skill set.‚ These gurus are also rated on the projects that they have completed for employers who have found them through Guru.com.‚ The employer can write a review on the person’s work, and some freelancers include some work samples in their profile so you can get an idea of their previous projects. One other thing that you’re able to see in the profiles while performing a search is how much money the freelancer has made from these projects.‚ You may want to choose someone who has had several projects this year instead of someone who hasn’t yet worked on any projects.‚ If you’re interested in learning more about any of these gurus, you can easily request a free quote or ask them a question.‚ See the example profile shot below:
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The interface of this site is really easy to use and there are tons of freelance consultants of all backgrounds for you to choose from.‚ This site‚ represents a good alternative‚ for companies to find talent for very short term projects, or perhaps to open the door to a long-term relationship with many different consultants for use outside of the site. On a‚ final note, the site does have “vendors” that represent themselves on the site as well. Using Guru.com as a middleman to work with vendors now represents another option at your disposal.
Experience is a site that links to colleges around the country and enables recruiters and employers to search resume databases and post jobs.‚ In order to use this site, you have to be linked to a school or schools, meaning that they have given you access to their databases of student and alumni resumes.‚
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.
FlipDog‚ is a search engine‚ powered by Monster.‚ It doesn’t offer too many bells and whistles for both employers and job seekers, but‚ to its benefit, is very easy to use. Job seekers can simply enter keywords or a U.S. State to begin a search, or click on any of the “most popular” links to get started. From there, a job seeker can drill down through more specific criteria such as cities, regions, job categories and the like. Because FlipDog is searching the Monster database, there are plenty of listings to find and apply to, but only come from Monster and nowhere else.
Why use FlipDog at all? Once you decide to apply to a job listing, the site links out to Monster for that process. FlipDog seems to exist purely for the utility of providing a listing and then flipping - pun, I’m guessing, intended - the job seeker over to Monster. In the end it’s hard to understand why one wouldn’t skip the whole thing and go right to Monster. At FlipDog there is no ability to create a profile, save job searches, subscribe to an RSS feed, or perform any of the higher-level functionality that users have come to expect.
For recruiters, Flipdog can be used to find competitive intelligence. For example, if you are searching for candidates skilled in say Java technologies in the Washington, DC area, Flipdog will allow you to use boolean search strings (AND, OR, NOT) based on key words. From there, you can see which companies and competitors of yours are seeking the same type of resources. This will give you a very solid indication that they already have that type of talent in-house, and you can focus your sourcing strategies on recruiting their internal employees.‚ See the example below:
Jobster is a site designed to connect employers with job seekers. Per their website - they are a “leading innovator in online recruitment technology”. Jobster gives employers many options when using their site - such as posting jobs, searching for candidates, building a talent network, managing email campaigns‚ and promoting their brand.
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.
LinkedIn, a professional networking site which I covered in a few previous‚ posts, has a great feature that is worthy of standout attention - LinkedIn Answers.‚ As a member of LinkedIn, users can ask their direct connections and the entire community 10 questions every month on a variety of topics from Technology, Careers, Business, Politics and more.
For recruiters and sourcers, LinkedIn Answers represents a great avenue for finding information. Let me show you an example question I posed recently and some of the responses I received. I‚ asked‚ ”Can you help me identify the top‚ ’International’ job boards/career sites?”‚ I received 55 answers in the 7 days it was posted to the‚ LinkedIn community. Most answers were very direct with links to valuable‚ career sites I was unaware of. Asking questions using LinkedIn not only helps to provide good leads for recruiters and sourcers, but ultimately will help to build your network there.
Slashdot is a site that states they have “news for nerds” and is owned by SourceForge which is a pioneer in the community-generated content space. The site has sections featuring IT, Hardware, Science and Games‚ for example.
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Slashdot has a job board, where users can post open positions and get them cross-posted to Linux.com, Freshmeat, IT Managers Journal and Newsforge, which are sites similar in set-up to Slashdot. The site claims to have a reach of over 9 million developers and IT professionals.
Slashdot users can join for free and submit articles to place on the site for readers to see.‚ For Internet Sourcers, this site is filled with articles‚ for techno-enthusiasts, and represents another‚ way to find leads or potential matches for open technical positions. Like most news sites, there is some digging involved.‚ The articles themselves can give good leads to other technical communities, groups and popular trends among the readers. Users can‚ look into the profiles of those who submit articles on the site and take part in the forum by adding comments. If you want to find out who submitted an article, there are not too many with contact information attached to them. Here is one for an example:
For Internet Sourcers, one way to stay current with ways to find candidates is to search across periodicals. In periodicals, such as magazines and newspapers for example, there are tons of solid leads to pursue. This short video tutorial will walk through 5 sites that are proven to be effective for the recruiting industry.
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