LatinOcean - Marketing and Web Technologies Applied to Talent Management

careermarket

CEO: Mark Norman, could not find anything about him online; anyone heard of him before?

Based in Neutral Bay, NSW

model: structured resume/profile search (candidates register against eligibility criteria), employer recruiter pays for profile info and contact

stated value prop from the website:

for the job seeker
# 15 minutes and you are in the job market…its easy
# The opportunities come to you!…no need to continually monitor job ads and post resumes
# The compatibility score ensures that you are an appropriate candidate for a job…you are not wasting any time on non applicable opportunities
# You are in control…only release your details to opportunities of interest to you
# You can view activity on your profile at any time
# You can remove or change your details at any time
# Its costs you nothing!

for the recruiter/employer
# Allow (sic) you to zero in on quality candidates…save (sic) you time
# Enables you to source candidates that may not be actively looking to make a change in employer
# More time and cost effective than placing an ad
# The compatibility score puts a science to recruitment
# Identifies quality candidates instantly
# Flexible payment options including pay as you go for sporadic users
# You can test the database without cost

Big promises as you can see.

Competitors: there’s really no resume search product in the country, is there? the better quality CV databases are still in the agencies’ walled gardens

Experience: the employer registration is broken at the mo; the job seeker registration is simple/basic/superficial. you need to enter your CV within the week

My comments:
- I doubt that this will appeal to people not looking for a job right now, specially if you need a CV as part of your profile
- If the opportunity match is based on the job seeker registration fields, i don’t think they are strong enough to produce a good match IMHO. There’s no info on other factors that can be used to match people to recruiter needs (e.g. CV indexing)
- Positive outlook for careermarket will not be helped by candidate shortages, recruiters’ increasing preferences for people that do not look for work on job boards (which I would say are the prime customers for careermarket)
- I could not see the “compatibility score” in action but if it does put the science in recruitment, well that’s going to be more valuable than jobs.com.au

Popularity: 2% [?]

I am still scratching my head about thebigchair. Maybe it’s that Fairfax got me used to the sleeker mycareer and the newest channel looks blunter that it really is. Maybe it is early stages and there are really, really big changes for the site already under way. Maybe for the next release I can actually search for jobs, as opposed to just be able to browse, and browse.

If I had it my way, I would have not wrecked the fin review online a few months ago and would have sprinkled big chair content all over and around it. Imagine a smooth bubble or dialog box or something prompting people for an exec role with a company when there is a news piece about that company and you hover on the article. You did not even have to spend money to build another brand and drive traffic to another career site. And if you are thinking “what happens if the news is not good for the hiring company?” well it can’t be that bad to provide a potential applicant with relevant information, can it?

Other than that, one of the benefits for the site as explained in recruiterdaily, is that visitors can make expressions of interest, without submitting a CV; I guess the research Fairfax made shows this function is a plus because seniors don’t like to send their CV online.

Three points on this:

- my theory is that top-end candidates do not want to send their CV’s to people they don’t know or haven’t heard of. Resumes from senior professionals fly all over the internet via email, once relationships are built. So this is not a channel issue, this is a trust issue; information resolves the issue: information about the employer, the agency, the consultant, the job itself

- a serious recruitment process does not kick off without a resume, period. That may be something you and I don’t like, but that’s how it works at the moment. It will take significant changes for recruiters to do away with the document in its current form and substance

- the majority of the current advertisers to thebigchair, within which you can find the larger agencies, still prefer to by-pass the expression of interest jig and request for applicants to use the advertiser’s own apply online engine. So, not much damage done.

Popularity: 2% [?]

Long introduction not required: I give you Jobsinpods

People get audio files from jobsinpods with career info, employer details (what’s it like to work at acme, values, testimonials) and actual job openings, that can be listened to on their iPods or mp3 players whilst on their way to their soon-to-be ex-employer

Flipside, it provides a mobile channel to agencies and employers interested in marketing to potential candidates via alternative media (you noticed how many people with earplugs on the train, ferry, streets - right? there you go)

Popularity: 2% [?]

spotted myspider today, though I am not sure how recent it is; it claims to have 300k plus jobs aggregated from the top job boards in Australia; jobsearch and and other corporates coming soon.

It called my attention that compared to other aggregators that take visitors to the original site if visitors want to see the job ad in full, myspider shows a flat text version of the ad scraped from the job board, on their own site. Only if job seekers click on the ‘apply online’ button, are they taken to the native (job board) online application screen.

The full ad display on the site is kinda ugly (e.g. no line breaks) but hey they info is there. I wonder is what this produces is more filtered traffic to the original site (she who clicks applies). If that’s the case, is it better or worse for the job seeker? and for the job site? and for the advertiser?

Popularity: 1% [?]

The online recruitment market in Asia is still far behind that of the United States, according to Maneck Mohan, director of Recruit.net. In Recruit.net’s markets, Australia is the most mature and China the least developed in the transition from traditional offline media job postings to online postings.

article from workforce management - march ‘07

related article

Popularity: 1% [?]