AdCourier by Broadbean - Recruitment Advert Distribution & Response Tracking
Vic Okezie on June 18, 2008 in Recruitment Technology | Post a Comment
AdCourier is a recruitment technology that allows recruiters and employers to make multiple job postings to recruitment sites and job boards and also manage to track response.
Broadbean Technology is Europe’s leading provider of advert distribution and response tracking solutions.
MD Broadbean, Dan McGuire was a recruiter for 3 and a half years before moving into online recruitment almost 5 years ago.
Broadbean now has over 800 customers; a network in excess of 700 job boards. Their web applications are used by 60% of the UK’s top 250 staffing businesses and a large number of major employers in banking, telecoms, IT services, financial services and new media as well as SME’s, sole traders and anything in between.
According to Dan’s blog, Broadbean is growing at over 100% per year with an expected turnover in excess of £2.5m by 2008.
Broadbean is definetely an online recruitment technology company to watch out for!
Jobtonic Now Offers Free Job Posting - Is Online Recruitment Referral Struggling?
Vic Okezie on June 17, 2008 in Recruitment Referral Sites | Post a Comment
Jobtonic (alexa ranking 427,889), the UK’s leading referral recruitment site is free for job postings now. According to a press release on their website published on June 4th 2008:
The decision was made to increase the number of vacancies on the site and attract more jobseekers. It will help recruiters to find appropriate staff without going to any expense.
They also stated that Jobtonic is giving employers an opportunity to reach a large audience of 100,000 active UK jobseekers and advertise jobs to over 1.5 million passive users who are able to refer jobs to appropriate jobseekers outside the Jobtonic database …
The cool part was:
All these services are totally free and won`t cost a penny for recruiters!
This must be a huge shift from their original strategy to generate revenue from referral fees paid by recruiters when candidates are placed. This brings to mind the question: Are Online Recruitment Referral Sites still trying to figure out a sustainable business model?
Take the case of Zubka (alexa ranking 250,197) - launched by recruitment veterans in 2006 to so much fanfair, publicity and even funding from Benchmark.
From their website, you can learn that Zubka is a unique job referral site which can benefit you in two simple ways;
First, you can earn good money by recommending friends for jobs. (Yes, it’s that easy). And second, if you need to fill a job vacancy, Zubka helps you find the perfect person - in a simpler, cheaper, more hassle free way than the usual recruitment routes.
However for the last few months, things seems to be on the quiet side from Zubka. Are recruiters actually using this site? Are people really making money from these sites? Is the online referral recruitment business model viable?
Although Alexa rankings are not the very best in tracking web traffic, but they can be used in this case for comparing the reach of both sites jobtonic and zubka. Please see below.
Are you using these sites? Please kindly share your experiences …
5 Features Your Online Recruitment Website Must Have To Find Right Candidates
Vic Okezie on June 17, 2008 in Recruitment Web Design | Post a Comment
Recruitment Web Design is a specific online project that should be carefully addressed in order to maximize your goals and business needs.
In the UK, the recruitment industry is very competitive and many recruitment agencies have succeeded in having an online presence.
However, in order to take full advantage of what the web can offer to a recruitment consultant businesses, your website must follow some fundamental principles and also have some key features.
Below is a list of five key features that I suggest your recruitment site must have:
The Big 4 Recruitment Sites on Google.co.uk Search for ‘Recruitment’
Vic Okezie on June 16, 2008 in Recruitment SEO Strategies | Post a Comment
Recruitment SEO is a must for companies competing to get a good spot on the Big G.
The need for recruitment SEO strategies is more demanding the last few years as more web users rely on google for most of their Internet searches - and yes, there are now more and more web users looking for careers online.
A look at the search results trends for the keyword ‘recruitment‘ shows something of interest. The major job boards like monster.co.uk and jobsite.co.uk did not take the first place (as at June 16th 2008).
How long that has been, I do not know. Although google does change their algorithm once in a while.
The top recruitment site on the number 1 spot is reed.co.uk. Also of note is that hays.com and michaelpage.co.uk, which are more of recruitment consultancies than recruitment job boards also took the 2nd and 3rd spot respectively. jobsite.co.uk is in the 4th position.
This ranking may not be connected with the investment on recruitment SEO by these companies. I will retract the statement in case they all decide to make public their actual budget on recruitment SEO.
However, it might be the big G’s way of allocating spots based on its own discretion - afterall, many things in business is based on who knows who where, when and how.
Monster UK Hits 4 Million CVs? Makes it ‘Harder’ to Find The Right Candidates
Vic Okezie on June 16, 2008 in Recruitment Job Boards | Post a Comment
Onrec is reporting that Monster UK has announced that their site Monster.co.uk now has four million CVs in its database. This number is more than 13% of the working population in the UK.
Having used this leading online recruitment jobsite myself, I value the array of candidates that can be found in their database.
The only issue is the recruitment technology they depoly which delivers poor candidates search results for specific keywords - offering you a large number of ‘unrelated’ CVs which you have to sift through. Hmm, very painstaking!
I think that very large online recruitment job boards should start focusing on making candidates searching easier than getting overly excited on the number of job candidates on their jobsite.