ERE.net

UPDATE:  Employ Media has posted a response to ICANN’s Notice of Breach saying “we find the claims contained in the Notice to be utterly without merit.” SHRM also issued a statement. This post has been updated to incorporate what Employ Media and SHRM have to say.

The Internet’s addressing authority has ordered the manager of the .Jobs domains to fix problems with how it issues addresses within 30 days or face the cancellation of its contract.

The Notice of Breach from the Internet Corporation for Assigned Names and Numbers includes a sharp rebuke of both registrar Employ Media and its partner SHRM, both of whom ICANN accused of establishing restrictions on the use of .Jobs address so “loose” they “appear to exclusively serve the financial interests of Employ Media and SHRM.”

ICANN also suggests that the .jobs Universe of job boards is contrary to both the rules and intent behind the creation of the .jobs domain in the first place.

“It appears that Employ Media and SHRM, through the Direct Employers Association, intend to use the .JOBS TLD primarily to compete with other internet job boards. Such use is inconsistent with the purpose stated in the .JOBS Charter and represented to the ICANN community,” the letter says.

keep reading…

Is it a good idea for firms hiring to purposely exclude the unemployed from consideration?

If you missed the news last summer (June 2010) about the growth of this practice, then you might be scratching your head and thinking to yourself, ‘that’s crazy.’ However, for those that follow trends and deal with job postings daily, it’s clear that postings increasingly contain some variation of the phrase “you must be currently employed in order to be considered.” For example, a posting made last week to CareerBuilder by an Alabama restaurant chain made the requirements crystal clear by putting the word “currently” in all caps.

“Must be CURRENTLY employed as a restaurant manager”

keep reading…

Job search site Indeed confirmed it is beta testing resume uploads, but is otherwise mum about the details.

“We have been beta testing allowing users to upload their resume,” Indeed CEO Paul Forster said in an email. “That is all I can say at this point.”

Jason Davis of RecruitingBlogs.com first tweeted the news this morning.

Until now, Forster’s site, like its competitor SimplyHired.com, has indexed job postings from corporate career sites and job boards, including all the majors. Many of them, in fact, provide a daily feed of their listings, finding the two sites a valuable — and free — source of traffic.

Indeed ranks 3rd in the U.S. in traffic; SimplyHired is 4th. The leaders are CareerBuilder and Monster. However, with 13.1 million unique visitors in January, according to comScore, Indeed had more than twice the traffic of HotJobs, which is now part of Monster. keep reading…

Imagine an international standard for determining cost of hire. Or one for valuing the human capital of a company.

A pipe dream just a few years ago, now both are possible following yesterday’s decision by the International Organization for Standardization.

“A major milestone was passed,” says Lee Webster, SHRM’s director of HR standards. “There’s a lot of work, but we’re on the way.”

What the ISO approved was an application by the American National Standards Institute to develop globally applicable HR standards. It’s a companion effort to the one underway now to create HR standards for the U.S.

Lead by SHRM, the first standard — to create a uniform way of measuring cost of hire — is working its way through the public comment process. That closes March 18th. Depending on the comments and suggestions that come in, the proposal could become a standard by the summer. keep reading…

Google, Yahoo, and Bing have made great advances in targeted marketing, allowing brands to focus on their most prized demographics. But none of them can yet answer the most important question: does a particular person actually want to buy your product?

That’s where permission marketing comes in. Coined by best-selling marketing guru Seth Godin, it has included opting in for newsletters, requesting catalogs, or signing up for e-mail updates. Now, innovations such as Facebook Connect and Google Buzz have ushered in a new era of permission marketing. These and other emerging services can provide you with additional opportunities to connect with your chosen audience. keep reading…

This week we examined new trends in social media and the technology and tactics you should be using to stay a head of the pack. Elaine Orler returned to our webinar series to cover a wide range of new tools and strategies.

For more podcasts, webinars, and articles on recruiting be sure to check out ERE.net!

Finding a programmer is easy. Resumes are everywhere: Dice, Craigslist, CareerBuilder, personal websites. You name it.

But how do you sort through the stack to create your short list? (I’m deliberately ignoring the issues of availability, interest, and candidate affordability.)

Like most recruiters and software ranking systems, you look at skills, years of experience, types of projects they worked on, career progress, and the like.

What if you could also factor in the opinion of their peers? Suppose you could see how their peers rated your prospect’s solutions to problems that befuddled other programmers?

That’s the idea behind the revamped careers site on StackOverflow. It’s a popular Q&A coding site, where programmers can post their programming challenges and see what solutions others offer. Responses — and the questions, too — are rated by the programming community, and result in a reputation score. keep reading…

I presented at the SourceCon 2011 event in New York on February 8. It was my first SourceCon event and I enjoyed the opportunity to meet interesting people and “feel the learn” as Shally put it.

I have some observations about sourcing as a result of talking to many people there and watching the presentations of others. My idea was to put on my “management consultant” hat and make some suggestions that I think could advance the body of knowledge as the “sourcing” function attempts to step out and create an independent identity and “community” affinity.

People used terms like “sourcing industry” and “sourcing profession.” However, from what I could see, the term “sourcer” has a different meaning to each individual depending on how they think about the role of sourcing in the overall recruiting process. keep reading…

photo from newyorkjets.com

Another exciting Super Bowl has come and gone. Congratulations to the Green Bay Packers, the new Champions of the National Football League. Not appearing in the Super Bowl this year was, the infamous or famous, depending on how you view them, New York Jets, who unfortunately came up one game short for the second year in a row. Although they didn’t make it to the world’s largest football stage, don’t let their shortcomings take away from what they have accomplished over the last two years.

I attribute the majority of the Jets’ success to its head football coach, Rex Ryan. Love him or hate him, Ryan has built both a strong personal brand and a team brand in his own image: that of a tough, tenacious, outspoken, hard-nosed, defense-first team. I would argue that over the last two years, no coach has been more outspoken with the media than Ryan. But deeper than his outspoken character is the personal branding that Ryan has accomplished. He is now known as one of the top coaches in pro football with confidence in his team’s ability to play and win tough games.

So what can we take away from Ryan? keep reading…

In March’s ERE Expo (San Diego) I’ll be presenting the final general session on Vision and its relationship to what we do. This topic was inspired by the recent democratic Egyptian revolution in Egypt. It really made me think about so many things and I wanted to share some of them with you. At the conference I’ll share much more about my thoughts on this, but for now I’ll concentrate on the subject of having Vision and how, in so many ways, the Egyptian revolution is a result of visionary recruiting. keep reading…

So here we are on the second day of the onsite MagicMethod phone sourcing training.

We’re about to embark on the actual calling that is an integral part of the training.

It’s 8:15 a.m and my MagicMethod student and I are all cozy sitting next to one another in his cubicle with his phone and his screen before us with his worksheet pulled up .

It’s an Excel doc. Remember, I had asked everyone, the day before, to set the following day’s work up in Word.

I work in Word because it’s easy to manage and I can easily navigate it when I’m on the phone; filling it with notes and information from each call.

I find Excel exceedingly jumpy and confusing and the last thing I need when I’m on the phone is to become flustered because I can’t handle the document in front of me.

Handling Gatekeepers is hard enough. keep reading…

PETA may not be amused, but that hasn’t stopped more than 800,000 people from replaying CareerBuilder’s Super Bowl commercial.

They’ve posted more than 100 messages on YouTube, saying things like “The only commercial that actually made me laugh hard,” and “That is the funniest commercial. I love it.” To be sure, there are some tasteless comments, and several from individuals complaining about the plight of captive chimps.

But the Parking Lot monkey commercial is on its way to being as big a hit as the original monkey ads were back in 2005 when CareerBuilder made its Super Bowl debut. Then, the three commercials ranked in the top 10 of the most popular game show ads. A later addition to the campaign, Monk-e-Mail went viral, with tens of millions of users sending messages in a matter of months. keep reading…

The primary factor in a successful attack is speed. –Lord Mountbattan

Jason Warner has been thinking a lot about speed lately. Since reading his terrific article, so have I. If we indeed might be at the beginning stages of a frenzy that relates to hiring, then speed will quickly go from a luxury to a biological imperative — an urgent component to success that has to be encoded into the DNA of every recruiter who needs to get the job done. As such we will have to look at speed in a whole different light: not as a means to cut corners but as a tool and a mindset recruiters must adopt if we are to be successful in generating the hires necessary to support organizational objectives. Bottom line? Run faster.

First things first. No conversation about speed can exist without a preemptive strike at the forces of darkness … a stake into the very heart of those individuals who will counter this argument with supercilious and sanctimonious dialogue, reminding us of our fiduciary responsibility not to sacrifice quality for speed — as though both of these essential elements are somehow mutually exclusive. This is of course correct. We must never sacrifice quality for speed. However, to these individuals who preach endlessly about quality, I must ask a few simple questions. keep reading…

We need jobs, and lots of them: unemployment is dropping but it’s a long road back to the days of 5% unemployment, and we’re not going to get there for a very long time. So where will the jobs come from? The old standbys of healthcare, IT, and education, will continue to add jobs, but there are more interesting and less obvious areas that will spur job creation. keep reading…

It has been tried in Denmark and now near Chicago: hiring and training people with Asperger’s — a form of autism — to work on detail-oriented tasks where they excel.

Brenda Weitzberg is the founder of Aspiritech, which is offering services to employers looking for test software, hardware, websites, applications, and computer bugs, using her staff of Asperger’s employees.

Barbara Bissonnette

On the podcast below, Weitzberg talks about employing people with Asperger’s. Also on the line is another expert: Barbara Bissonnette. She specializes in coaching and advocacy services for individuals with Asperger’s Syndrome, and consults with employers about how to get the most out of these employees. keep reading…

Update: DirectEmployers says it uses  Google Analytics for its traffic counts. “Quantcast code is installed on only 162 of the more than 40,000 domains we have operational,” reports DirectEMployers spokeswoman Nancy Holland in an email this morning.  ”In the future we plan to have all .jobs domains tracked by Quantcast.”

DirectEmployers Association, operator of the 40,000 site strong .Jobs Universe, says its network of job boards has welcomed more than half a million visitors in the first three weeks after its launch.

The 550-member association launched an initial few thousand sites the second week of January, and has added thousands more since. The sites are all on the .jobs domain and were the focus of a lengthy battle over the use of geographic, occupational, and combination names in conjunction with the .jobs extension. (The background is available here.) keep reading…

There’s all sorts of tools for sourcing candidates. Much beloved are the resume search tools that leverage the search engines and scour pay and free sites to find resumes matching whatever criteria you select.

But when it comes to working the other direction — that is, sourcing placements and req –, the choices are pretty limited.

Now along comes BrightMove with a tool that turns resume sourcing on its head. Instead of searching for candidates to match a req, BrightMatch goes out and looks for job postings to match candidates you have in house.

How an agency might use BrightMatch is as obvious as it seems.

Say you have a particularly great candidate with unique skills, but no current req in house. With BrightMatch you can search thousands of corporate websites — more than 20,000, says BrightMove COO Mike Brandt — to see if there’s a match.

Find one, pitch the candidate, close the deal. keep reading…

“We would like to live as we once did but history will not permit it.” –John F Kennedy

I was instantly impressed by the tone. By the anger and edgy urban feel. The tag line gave me shivers as the Super Bowl’s “Imported From Detroit” spot knocked me out — an up front, in your face blast from the Motor City. The message? Absolutely gorgeous and ice cold simple. We Are Back. Yes indeed! I too love the smell of napalm in the morning.

Being a boy who loves cars, I have always been a fan of Detroit and made reference to it very specifically in Employment Rage. Case in point: Quoting from a special report in Time magazine, October 5, 2009: “By any quantifiable standard, the city is on life support. Detroit’s treasury is $300 million short of the funds needed to provide the barest municipal services … The murder rate is soaring, and 7 out of 10 remain unsolved …the unemployment rate is 28.9 percent. That’s worth spelling out: twenty-eight point nine percent.” Clearly, as goes the car industry, so goes Detroit.

We have lived through a grisly two years. The causalities have been monumental and the casualties have been deep. Homes, careers, dreams, and marriages — gone. Enough. Enough of what has been because the past is a bucket of ashes.

The time has come to focus on what will be. To find a new sense of pride and a new sense of purpose and a new sense of hope for all we can do to create a vibrant and durable American economy. keep reading…

I’ve been thinking a lot about speed.

Things are starting to loosen up in the talent marketplace. Candidates are now comfortable changing jobs. Jobless claims are dropping, as is the unemployment rate, but there are not a huge amount of new jobs being created (yet). So The Great Churn of 2011 has begun, as employees (including recruiters) start to change companies after having hunkered down for the last three years. And this is putting increased pressure on corporate recruiting departments, most of which have been cut in ways we haven’t before seen. My prediction is that 2011 will be a tough year for most corporate recruiting departments.

Which brings us back to speed. keep reading…