Online for hire

Who’s out there?

Following is a mini-guide to online advertisement Web sites, better known as job boards.

The important thing to remember with most job boards is that they are media, not recruiters. You can advertise a vacancy, you can search the database of resumes, but job boards don’t actually do the recruiting for you—It is up to you to field the applications.

The advantage is that it is fast and easy—you can have an ad paid and displayed on a job board within 30 minutes, and all without having to talk to anyone.

• www.seek.com.au
  
  Seek boasts a database containing 400,000 resumes for employers to peruse, with 36,000 ads on the site at any one time— around 6000 of them being for IT vacancies. Seek can also host and manage the careers section of your corporate Web site.
• www.jobnet.com.au
  
  According to JobNet, it is the largest specialised IT&T job search Web site in Australia, containing more than 110,000 IT&T candidates online.
• www.mycareer.com.au
  
  MyCareer is part of the F2 network and is also the online facet of the Sydney Morning Herald’s job classifieds. According to the Web site, it has more than 300,000 job seekers visit the site every month.
• www.careerone.com.au
  
  CareerOne is owned by News Interactive, the online division of News Ltd. The site has been live since November 1999 and in April 2001 it formed an alliance with HotJobs (formerly at www.hotjobs.com.au). CareerOne currently has more than 30,000 job advertisements.
• www.monster.com.au
  
  Monster is a global service, attracting more than 10 million job seekers worldwide. In Australia it has 670,000 registered job seekers, and just over 8000 job advertisements displayed—approximately 1000 of those ads are for the IT&T sector.

Keep in mind

If you are planning to ramp up your company’s careers Web site, Daisy Hoffmans of Olivier e-cruitment Advisors says to keep the following factors in mind . . .

• Measure: Track key performance indicators, such as response rate and number of placements, from different sourcing methods (such as different job boards or print advertising) as this will reveal which strategies work best for your company. There may be varying results for different media for different positions.
• Brand: Take advantage of both your online and offline advertising and promotion for employer branding and direct potential applicants to marketing material about working for your company. Compared to traditional advertising, you will have much more space online to provide information about vacancies and your company—use it.
• Compare: Benchmark your online recruitment strategy and methods against competitors and leaders in your field for insights into e-cruitment trends and practices. These are the companies you will be competing for staff against and you should try to better them.
• Prepare: Online advertising usually results in a high rate of applications and back-end processing must be planned. It is vital to have prepared responses ready for enquiries received about vacancies. Acknowledge receipt of resumes and follow up with appropriate feedback. At the very least, an automated e-mail response can be used to advise applicants about how long it will take to get back to them.
• Care: Using online job boards or posting jobs on your Web site is so effective because it is convenient for job seekers. Consider the candidate perspective when deciding on information you will provide about the position, your company, the contact details for enquiries and feedback to unsuccessful candidates.

What are your thoughts on e-cruitment? Let us know what you think at edit@zdnet.com.au.

Subscribe now to Australian Technology & Business magazine.

Who’s out there?

Following is a mini-guide to online advertisement Web sites, better known as job boards.

The important thing to remember with most job boards is that they are media, not recruiters. You can advertise a vacancy, you can search the database of resumes, but job boards don’t actually do the recruiting for you—It is up to you to field the applications.

The advantage is that it is fast and easy—you can have an ad paid and displayed on a job board within 30 minutes, and all without having to talk to anyone.

• www.seek.com.au
  
  Seek boasts a database containing 400,000 resumes for employers to peruse, with 36,000 ads on the site at any one time— around 6000 of them being for IT vacancies. Seek can also host and manage the careers section of your corporate Web site.
• www.jobnet.com.au
  
  According to JobNet, it is the largest specialised IT&T job search Web site in Australia, containing more than 110,000 IT&T candidates online.
• www.mycareer.com.au
  
  MyCareer is part of the F2 network and is also the online facet of the Sydney Morning Herald’s job classifieds. According to the Web site, it has more than 300,000 job seekers visit the site every month.
• www.careerone.com.au
  
  CareerOne is owned by News Interactive, the online division of News Ltd. The site has been live since November 1999 and in April 2001 it formed an alliance with HotJobs (formerly at www.hotjobs.com.au). CareerOne currently has more than 30,000 job advertisements.
• www.monster.com.au
  
  Monster is a global service, attracting more than 10 million job seekers worldwide. In Australia it has 670,000 registered job seekers, and just over 8000 job advertisements displayed—approximately 1000 of those ads are for the IT&T sector.

Keep in mind

If you are planning to ramp up your company’s careers Web site, Daisy Hoffmans of Olivier e-cruitment Advisors says to keep the following factors in mind . . .

• Measure: Track key performance indicators, such as response rate and number of placements, from different sourcing methods (such as different job boards or print advertising) as this will reveal which strategies work best for your company. There may be varying results for different media for different positions.
• Brand: Take advantage of both your online and offline advertising and promotion for employer branding and direct potential applicants to marketing material about working for your company. Compared to traditional advertising, you will have much more space online to provide information about vacancies and your company—use it.
• Compare: Benchmark your online recruitment strategy and methods against competitors and leaders in your field for insights into e-cruitment trends and practices. These are the companies you will be competing for staff against and you should try to better them.
• Prepare: Online advertising usually results in a high rate of applications and back-end processing must be planned. It is vital to have prepared responses ready for enquiries received about vacancies. Acknowledge receipt of resumes and follow up with appropriate feedback. At the very least, an automated e-mail response can be used to advise applicants about how long it will take to get back to them.
• Care: Using online job boards or posting jobs on your Web site is so effective because it is convenient for job seekers. Consider the candidate perspective when deciding on information you will provide about the position, your company, the contact details for enquiries and feedback to unsuccessful candidates.

What are your thoughts on e-cruitment? Let us know what you think at edit@zdnet.com.au.

Subscribe now to Australian Technology & Business magazine.

Who’s out there?

Following is a mini-guide to online advertisement Web sites, better known as job boards.

The important thing to remember with most job boards is that they are media, not recruiters. You can advertise a vacancy, you can search the database of resumes, but job boards don’t actually do the recruiting for you—It is up to you to field the applications.

The advantage is that it is fast and easy—you can have an ad paid and displayed on a job board within 30 minutes, and all without having to talk to anyone.

• www.seek.com.au
  
  Seek boasts a database containing 400,000 resumes for employers to peruse, with 36,000 ads on the site at any one time— around 6000 of them being for IT vacancies. Seek can also host and manage the careers section of your corporate Web site.
• www.jobnet.com.au
  
  According to JobNet, it is the largest specialised IT&T job search Web site in Australia, containing more than 110,000 IT&T candidates online.
• www.mycareer.com.au
  
  MyCareer is part of the F2 network and is also the online facet of the Sydney Morning Herald’s job classifieds. According to the Web site, it has more than 300,000 job seekers visit the site every month.
• www.careerone.com.au
  
  CareerOne is owned by News Interactive, the online division of News Ltd. The site has been live since November 1999 and in April 2001 it formed an alliance with HotJobs (formerly at www.hotjobs.com.au). CareerOne currently has more than 30,000 job advertisements.
• www.monster.com.au
  
  Monster is a global service, attracting more than 10 million job seekers worldwide. In Australia it has 670,000 registered job seekers, and just over 8000 job advertisements displayed—approximately 1000 of those ads are for the IT&T sector.

Keep in mind

If you are planning to ramp up your company’s careers Web site, Daisy Hoffmans of Olivier e-cruitment Advisors says to keep the following factors in mind . . .

• Measure: Track key performance indicators, such as response rate and number of placements, from different sourcing methods (such as different job boards or print advertising) as this will reveal which strategies work best for your company. There may be varying results for different media for different positions.
• Brand: Take advantage of both your online and offline advertising and promotion for employer branding and direct potential applicants to marketing material about working for your company. Compared to traditional advertising, you will have much more space online to provide information about vacancies and your company—use it.
• Compare: Benchmark your online recruitment strategy and methods against competitors and leaders in your field for insights into e-cruitment trends and practices. These are the companies you will be competing for staff against and you should try to better them.
• Prepare: Online advertising usually results in a high rate of applications and back-end processing must be planned. It is vital to have prepared responses ready for enquiries received about vacancies. Acknowledge receipt of resumes and follow up with appropriate feedback. At the very least, an automated e-mail response can be used to advise applicants about how long it will take to get back to them.
• Care: Using online job boards or posting jobs on your Web site is so effective because it is convenient for job seekers. Consider the candidate perspective when deciding on information you will provide about the position, your company, the contact details for enquiries and feedback to unsuccessful candidates.

What are your thoughts on e-cruitment? Let us know what you think at edit@zdnet.com.au.

Subscribe now to Australian Technology & Business magazine.