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Archive for February, 2008

Indeed surpasses Monster

During the show last week I mentioned that Indeed supplies the big boards with enormous amounts of traffic. Using Hitwise I noticed Indeed is the #4 traffic provider for Careerbuilder and HotJobs, while this week moved from #9 to the #8 traffic provider for Monster.

Amazing yes.. but there’s more…

I have also noticed Indeed’s traffic numbers have surpassed Monster!?! It’s no surprise that Indeed is still on the rise, although it’s Monster’s plummet that has me scratching my head. Why would a company who has predicated their business model on job seeker traffic let it die on the vine? Also, since it is speculated that Monster is looking to be sold… How does this help their “perspective” auction block efforts?

The real question is…

Where is Indeed getting all of this traffic? According to Hitwise over 30% comes from search with the bulk (22%+) supplied by Google..

Smart SEO and I would venture to say even smarter SEM are the big factors, and whether you’re a fan of how Indeed is garnering traffic or not, it’s working.

Shannon asks about TMP Snake Oil

Shannon Seery Gude, blogger and 2.0 enthusiast, was kind enough to ask me a question regarding my recent TMP is selling Facebook snake oil post and since I felt there was more territory to cover on this topic I felt another post was appropriate.

Shannon asks…
…I am interested in why you think facebook applications are snake oil and wouldn’t be an effective channel through which to drive referrals?

First let me say that in general I don’t believe Facebook applications are snake oil, most of the time they are FREE, although I will say I obviously have problems with TMP’s $23,000US “Work With Me” gadget. First and foremost it is pretty standard for large employers to block Facebook, MySpace and other social networking platforms, which is just the tip of the $23k irony. I understand why employers block social networks, although if I’m paying $23k to boost my referrals through Facebook I’m pretty much blocking my very own success while sending a contradictory message to my staff.

Umm yea, hey guys after your 10 hour workday can you put this Initech gadget on your Facebook profile? From home of course since you’re blocked here at work… Oh and I need those TPS reports on my desk by tomorrow morning, mmmkay..

And don’t kid yourself by thinking that pulling the block off social networks at work will be an easy task, remember tech holds the keys to the blockade not staffing.

Secondly, it is meant to be passive, although it’s too passive. Seriously you’re hoping friends visit your profile and then focus on the Work With Me area long enough to click through and apply. I’m sure companies can devise more progressive outreach plans although for $23k TMP had better figure it out.

Last but not least, this program is built on the premise that 30+ million Facebook users will provide enough employee referral punch to be worthy, $23k worthy that is. I personally do not believe sheer numbers alone will win this particular gadget battle for survival and unfortunately, since TMP rushed to market, I also do not believe they have hiring statistics to provide a basis for purchase. Only WHIZ, isn’t that cool, BANG!

A closing word of advice for all vendors, even those masquerading as advertising agencies, build a solid case predicated on results not speculation. TMP should pull this gadget off the shelves and offer it FREE to a number of their big clients for 6+ months. What will this accomplish? Simple, you are rewarding your big accounts and you’re building a case for the entire market. Pretty simple I know, although when you’re rushing to be the first to market you sometimes forget it’s the client that counts, not your place on the INNOVATION pedestal.

I hope that answers you question Shannon.

JobCentral Jobs API is Official

After months of testing with numerous partner sites DirectEmployers Association makes their JobCentral jobs API available to the public.

The JobCentral XML API can provide FREE and EASY job content to websites without the need to bulk up on servers or develop search technology. JobCentral’s API will run in the background providing search and job content seamlessly through the partner’s domain. JobCentral’s feed contains original jobs, no spam, no duplicates, only current openings, and direct application connections for jobs seekers to the corporate Applicant Tracking Systems.

For more information contact api [at] jobcentral [dot] com

Joel aka ‘Cheez’ was the first to spring JobCentral’s new API on the world during our final testing back in November with the following interview. He asked all of the right questions so I thought, what the heck?

Cheez- Why open an API?
Chad- Hundreds of sites have been taking JobCentral’s XML downloads for years. Unfortunately most of the smaller sites could not handle the size of our files, so an open API was the next logical step in helping smaller companies/sites fully embrace JobCentral’s National Labor Exchange efforts.

Cheez- How do you choose who gets access and who doesn’t?
Chad- The API will be open to anyone. Interested parties will request an API key and JobCentral staff will review their site to ensure the JobCentral content is not used in a questionable manner.

Cheez- Do you plan on monetizing the API (if not already)?
Chad- No.

Cheez- For sites currently using your API, what has been the early feedback?
Chad- The feedback has been incredibly positive due to the ease of set-up, flexibility, and the cost (FREE) doesn’t hurt either. [Note: Partner site DisaboomJobs.com represents a live example of the JobCentral API.]

Cheez- How about customization? If an association in New York just wants NY content, for example, will you parse their database as such?
Chad- Yes, participating sites will have the flexibility to geo-target for local jobs, military crosswalk capabilities are available and much more.

For more information contact api [at] jobcentral [dot] com

Build Your Talent Pool, Strickland Style

Yes there are National skill shortages, but this national problem can only be answered locally. Every locale has its very own personality, needs, and in this case skill gaps. You weren’t naive enough to think we could just start-up a national skill factory and answer the problem did you. The root of the problem is LOCAL and to answer this problem you can’t expect national answers.

Hard questions…
What are you doing to answer your local community’s talent problems? Are the kids in your Junior High, High School, Community College, and Universities focusing on curriculum that will provide for the local economy? Does your company support adult education classes and resources that will re-tool adults specifically for another local career and fill your local talent gaps? How is your company impacting talent growth in your community?

A man with ANSWERS… Now lets change focus to a man who is truly making a difference and impacting lives daily by interacting, educating and creating TOP TALENT locally and hopefully soon in 100 local markets. Bill Strickland is President and CEO of Manchester Bidwell Corporation. At the Texas Workforce Commission Conference a few months ago I was lucky enough to hear Bill’s story of success. No fancy presentations, no whiz bang jargon, just a man sharing his story of hope. This message of hope and success is a template for our workforce and should be, in a variety of ways, implemented in every city throughout the nation. Bill’s success comes from a common sense approach of merely doing the right and smart thing, devoid of government and corporate bureaucracy. This cat’s got it figured out!

Manchester Bidwell is actually two schools in one world class setting.

Bidwell Training Center enrolls people who are as diverse as those found at any workplace. Some are preparing for their first job. Others are learning job skills that will enable them to pursue a new career, or advance in their current job. Whatever their backgrounds, Bidwell students share one common goal: the desire for more satisfying and rewarding careers.

Manchester Craftsmen’s Guild includes the nationally recognized MCG Youth program—dedicated to educating and inspiring Pittsburgh’s urban youth through the arts. Through public art exhibitions, MCG connects diverse, accomplished visual artists to Pittsburgh and its communities. Through Grammy-producing MCG Jazz, a social enterprise dedicated to preserving, presenting and promoting jazz music, MCG stimulates intercultural understanding and appreciation in the region and throughout the world.

I would try and tell Bill’s tale although I am confident that I would not do it justice. So I have found short video clips of Bill’s fantastic story. Enjoy!

Bill’s Story - video
“I Believe that people were born into this world as assets, not liabilities” - Bill Strickland

People are the Function of the Environment - video
“In order to work with people who have been left behind by life, you have to look like the solution not the problem.”
- Bill Strickland

Jazz is Life - video
“You don’t have to have a tuxedo on to be a world class citizen.” - Bill Strickland

Scalable - video
“We got the poor people in the next century…and they’re doing fine.” - Bill Strickland

Make the Impossible Possible - video
“I’m doing this because I want to change the planet and I want to do it with you…” - Bill Strickland

Chad n Cheez Podcast

Well it’s no secret, Joel and I have been trying to sync schedules, for about a month, to launch a new podcast show.

What to expect from the Chad and Cheezhead Show?

Well I wouldn’t set your expectations too high, but imagine a couple of guys on bar stools with their favorite lager talking about the online recruitment industry. That’s how I would describe the Chad ‘N Cheezhead Show, and any ERE event you’ve probably attended. We’ll purposely touch on subjects that are controversial and more than likely disagree on certain topics, although don’t expect any RecruitingAnimal WWE rage performances.

On this very first installment our idea was to pick 10 topics and talk, debate, or just laugh about it for 2 minutes, in theory giving us a 20 minute show. Well the end result was an hour, yea no kidding an hour!

After listening check out my version, slightly funnier than Joel’s, of the Chad and Cheezhead Show page, and without further adieu here’s the very first installment… We hope you enjoy!

In this episode:
1. Super Bowl stuff (0:58) - It’s a tad dated although Joel asks if the typical “Colt-fan” was happy Eli got the W? Also SB commercials winners, losers, and favorites.
2. The economy (7:36) - How will the turbulence affect our industry?
3. Acquisitions (12:30) - Who is being gobbled up and why?
4. Startups (19:12) - Our thoughts on Notchup & Standoutjobs.
5. Vertical search engines and permalinks (31:11) - I have to drag Joel away from the ledge on this one. Dude, relax already..
6. Video’s growing influence (42:57) - How will the online recruiting industry leverage video? Monetize? or will we try to stuff it in a traditional box like we always do?
7. High tech vs. high touch recruiting (52:00) - Can the recruiting industry be high tech and high touch?
8. Off to Fort Benning (57:38) - Where? Why? Huh?
9. Closing remarks - (59:17)

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