Recruiter News Line

Recruiters can start their own internet job boards in one day with easy to use, search engine optimized, and surprisingly affordable JobMount technology.

This is an excellent way to:
- leverage industry contacts
- build a proprietary database of contacts that will grow and stay
- earn a piece of the $6 billion per year that is spent on on-line recruiting

JobMount offers a choice of custom or template job board software, hosting and critical proprietary built-in SEO, as well as personalized optimization consulting.  Unlike other job board software, JobMount offers full transparency into SEO, as well as metrics and CRM with interfaces to Gmail and Google Calendar.

Despite global job losses due to the current economic crisis, hundreds of niche job boards are being launched every month, all aimed at gaining a share of the $6 billion annual spend on internet job advertising.  Driving traffic and conversions to these job boards is essential, and JobMount is a proven solution that dynamically creates website content that is viewed favorably by the complex search engine algorithms.

JobMount offers clients:
- Job Board technology perfected for Search Engine Optimization
- Sales oriented CRM Dashboard and analytics
- Google apps integrated: calendar, email
- Bulk posting, Job Spider for bulk jobs publishing
- Custom and template packages
- Starting as low as $995 for SEO Built-in Template Solution

View Demo: http://demo.jobboardmount.com
Packages & pricing info: http://www.jobboardmount.com/cm/pricing

Michael Woodrow, Chief Operating Officer of Aspen Technology Labs, states, “We have received rave reviews from our customers for both the custom and the template job board solutions.  Our clients are thrilled that the job board technology allows them to optimize as well as measure their search engine results, and significantly lower, and often eliminate, expensive pay-per-click marketing campaigns, while increasing traffic.”  One customer stated, “there is no question that JobMount is a better mousetrap.  Our visitors literally doubled in three months because we started appearing in the top four results on Google and Yahoo for literally hundreds of key word combinations.  This allowed us to eliminate our pay-per-click budget.”

Due to the built-in SEO features, there is now an opportunity for many niche players to enhance their position or launch a new board. Existing Job Board owners can use the self-assessment guide or request a free SEO review from www.jobboardmount.com

Two pieces of legislation were recently passed in the U.S. Senate that will dramatically impact any employer deemed to have compensation practices that have a disparate impact on women and minorities.

GAO assails EEOC & OFCCP
“Both the EEOC and OFCC were admonished last August by the General Accounting Office that they were not adequately monitoring and enforcing compliance relative to equal pay,” said Milt Cotter, Senior Partner and CEO of Texas – based Candidate Resources, Inc. “These two pieces of legislation will have far-reaching effects for employers,” continued Cotter.

Major changes
Cotter noted a few of the changes that will be brought about by the legislation:

1. Increased damages for EPA claims with unlimited compensatory and punitive damages
2. Prohibited employer retaliation against employees who discuss their pay with coworkers
3. Virtual elimination of the statute of limitations for pay discrimination claims
4. Expand class action lawsuits that claim unequal pay
5. Limiting of employer defenses.

“EEOC and OFCCP representatives will hold fact-finding interviews with employees, behind closed doors. The purpose of which is to discuss pay and promotion issues. It is imperative employers perform due diligence and review existing practices to identify areas in which they might be considered ‘negligent,’ Any violations can end in severe financial penalties for the company,” stressed Cotter.

Clarity important
“There is no question that these two pieces of legislation will be enacted,” said Cotter. “Employers need to get a jump on understanding what changes will take place and actively monitor any situations that might be seen as possible violations in their company’s equal pay practices.”

“It is crucial that employers get a head start on this legislation, that’s why Candidate Resources, Inc., has put together a number of Internet webinars that will cover this important subject,” said Cotter.

Webinars scheduled
Candidate Resources, Inc. has scheduled four, one-hour, repeat webinars in February. Presentations are scheduled each Tuesday in February, starting February 3rd and repeating on the 10th, 17th, and 24th, at 12PM Eastern Time.

Reservations required
Individuals can register by calling Andrew Schmidt, Conference Coordinator, at
(972) 641-5494 X204, emailing Andrew at aschmidt@criw.com, or online registration at - http://www.criuniversity.com/OnlineTeleRegistration.asp. Fee for the webinars is $65 per person.

Madison, OH - Some recruiters are using a secret weapon to assist them in placing a high volume of candiates in spite of the recession.The recession has hurt both large and small recruiting agencies, job orders have dried up, and many candidates are afraid to make a move. Yet in spite of the difficult environment many small recruiting agencies and independent recruiters are using recruiting networks to connect with each other and place more candidates than they can on their own.

John Kaufman of http://www.RecruitingRocket.com says,”Networking with other headhunters and exeutive recruiters in a split fee network helps by providing you with additional job orders and a larger pool of candidates so that you can fill more orders more quickly”.

He says that as a small recruitment agency or independent recruting company it’s often difficult to both find job orders and source candidates quickly enough because of increased competition from other agencies. He adds that recruiters working together as a team, allows each headhunter to have the resources of a larger company, while retaining the benefits of being independent.

Tips for Networking with other recruiters in a split fee network:

- Get it in writing - Make sure you have a split fee agreement in place, and you are both comfortable with the terms before you share client or candidate details.

- Act with integrity - When working splits with other recruiters, you should always act with honesty and integrity. Cheap tricks will get you banned from the networks, and will earn you a bad reputation with the clients.

- Only present fully vetted candidates - When working a split, you should present candidates to other recruiters in the same way you would present them directly to a company. “Dumping resume’s” on another recruiter and expecting him to do your job will not work. Make sure that your candidate is qualified, interested, and you have checked references prior to submitting him for consideration.

- Communicate effectively - Communicate with other recruiters regarding job requirements, timelines, candidate profiles, and each of your expectations from the relationship. Working with other recruiters in a split network is an excellent method of building long term business partnerships, not just one time placements.

Using split fee placement networks like RecruitingRocket.com helps recruiters by helping them build long term partnerships which help in both sourcing candidates and job orders.

John Kaufman is a managing partner with AgentHR - a nationwide recruiting agency with over 50 independent offices and founder of http://www.RecruitingRocket.com - a split fee and social network for recruiters.

Improved Experience, the parent company behind HR Technology products, Make Better Hires and Get Better Hires, is focusing on decreasing company costs during this difficult economic time. A move they say, is getting them in the door with customers.

“Our products serve as a mirror or a dashboard to how a company is doing in the their recruiting, hiring and onboarding practices,” said partner Claudia Faust, a 15-year industry veteran, who developed the product based on her own frustrations with poor HR Reporting.

Both Make Better Hires and its sister product, Get Better Hires, measure every step of the recruiting and hiring process by allowing job seekers and new hires to give anonymous feedback, which it then calculates to provide the dashboard numbers that are the products’ hallmark.

“My executive team ‘talks in dashboard’ and for my team to be able to articulate in this same language keeps us in the conversation of change,” said Carole Anderson, the Director of Recruiting at Classmates.com.

And while Faust admits that not all companies are interested in “looking in the mirror” to see a true reflection, warts and all, the ones that are willing to honestly evaluate the service they provide job seekers and third party hiring professionals, are more likely to “weather the storm” in her opinion.

“We’re not hearing as much talk now about a war for talent,” said Faust. “What I am hearing is that HR Technology has to do its job and provide 306 degree value for the money. In some cases, the technology has to be robust enough to support an already skeletal team. Improved Experience provides technology that powerful.”

Improved Experience offers business intelligence solutions for use in Human Resources, Recruiting and Staffing. From the earliest point of contact and throughout the entire employment life cycle, the Better Hires suite of products from Improved Experience measures and benchmarks critical indicators of workforce engagement and employer brand. Improved Experience products are real-time and subscription-based, utilizing patent-pending survey technology. Global sales, operations and customer support are provided from Dallas, Miami and Copenhagen.