CAREERXROADS 2002 Online recruitment year end awards

A couple rants to lighten up the holiday season from authors of The World''s Leading Reference Guide to Job and Resume Sites - Gerry Crispin and Mark Mehler

The end of 2002 draws near. For the 8th time we''ve shipped a CareerXroads Directory (Mark and I really do all the site reviews) to the printer along with new lists of staffing resources and articles contributed by a group of folks we like.

We publish a selection of the 500 best and list another 2500 in categories ranging from associations to specialties. We actually wrote 3000 reviews though and will continue to share these with all who ask for specifics. We''ll also announce the best sites shortly (next week) and will be filling orders to ship in January (www.careerxroads, click order).

Attention spans typically flag during the holidays and, given the challenges 2002 brought to staffing we thought you might like to hear some pet peeves and so offer a few tongue-in-cheek awards for your enjoyment. We already believe there are signs of new life in the industry but, if the year has been especially tough on you, we invite you to take a look at our suggestions for New Year''s resolutions. Between clients and conferences, we travel enough that it sometimes seems like one continuous trip but we do enjoy meeting folks and have listed our itinerary at the end including two dates where we host a small invitation only forum we like to describe as a colloquium - a collegial discussion of recruiting issues among strategists.


YEAR END AWARDS
Award for Dumbest Staffing Term or phrase.

Pre-Screening - We don''t want to go on a rant here, but* - how exactly is PRE-screening different from (and not) SCREENing? We think this concept was brought to us by the same people who get people partially pregnant (no, it wasn''t really sex''). What offends us the most are the firms who expect employers desperate to avoid clogging their database with junk, to buy on spec the notion that pre-screening is different and so much easier than a test - its simply an automated way to eliminate unqualified applicants before you ..

A test is a test. Whether we rank order applicant profiles and resumes according to pre-defined weighted criteria or simply require web visitors to answer front-end customized questions before allowing them to complete an application, we still need to demonstrate that our criteria are bona-fide and relate to performance. Otherwise we might just as well have the system randomly accept some resumes and delete others for all the difference it makes. The computer ate it.

Don''t get us wrong we are absolutely in favor of integrating online (as well as other) screening tools to improve staffing processes. We simply insist that: a) the criteria meet basic test standards and, b)we give the applicant (or those attempting to become an applicant) the basic courtesy of telling them they did or did not pass our screen. But hey, that''s just our opinion*.

The Dumbest phrase first runner up goes to those vendors who describe themselves as end-to-end, fully-integrated, scalable, xml compliant, customer-relations driven, global staffing solutions. Unfortunately, we couldn''t award everyone, so we''ll have to wait until they deliver.

The second runner up goes to every company describing themselves as an Employers of Choice. Elizabeth Oleary''s article No Guts, No Glory! at www.catch22.com.au offers a point of view we subscribe to- if you talk the talk, walk it. Disclose your proof. Elizabeth is one of the principles at Catch22 Asia Pacific, an Australian consultancy that offers excellent staffing industry news and insight down. (By the way, we encourage folks to step outside their US centric view whenever possible. Another excellent source -in the European market is David Hurst''s Online Recruitment site at www.onrec.com).

*a tip of the hat to Dennis Miller


The Freshest jobs award

i-resign.com. In New York City it isn''t uncommon for apartment hunters to scan the obituary columns to get an edge. This site is the job equivalent of ambulance chasing although in this case you are likely to learn that what drove out the former occupant is still alive and well and.in the apartment waiting for you. Check out i-resign''s guide to boredom or, how to survive the first week in a new job. The content includes excellent suggestions on how to get out of a bad situation, an automatic resignation letter generator, resignation advice, a database of imminent and current job openings and humor as co-conspirator.


Scam of the Year Award

No, it isn''t the identity-theft scam we have in mind. That recently reported event (www.msnbc.com/news/830411.asp?cp1=1) is awful enough, but small potatoes compared to the dozens of newly minted Resume Distribution Services being foisted on desperate, out of work jobseekers. The marketing whizzes behind this scheme are either innocents-completely self-deluded, or are themselves out of work MBAs who missed their college class on business integrity. They carefully promise to ship your resume for $29.95 (and up) to 1000s of recruiters (who are just waiting to pre-screen it), submit it to all the resume databases at the top job sites, or use it to apply to 100s of top companies. Unfortunately job sites that should know better have gotten into bed with these services.


Here''s a typical (spam) example:
Hi There,

I''m not sure if you know but, if you''ve ever considered looking for a new job, there''s a great new service that instantly submits your resume to over 75 career top career websites!

In just 15 minutes you''ll be posted to all the major sites like: Monster, Job.com, CareerBuilder, Hot Jobs, Dice and more. Then you''ll be seen by over 1.5 million employers and recruiters daily!


One more:

Subject: Put Your Best Attitude Forward For Increased Job Offers! Let''s face it, getting laid off is just plain scary. Anyone who...

Now. Put yourself in front of the nation''s leading recruiters. Recruiters make it their business to know the job market. They have ongoing relationships with the best companies who rely on them to find the best candidates. We can help you at xxxxxxx. Our more than 14,000 high powered recruiters are looking for professionals such as yourself. Let us activate your background and experience today.

Wait. Here''s an idea! After we charge the jobseeker to distribute their resume we then charge the company to provide qualified, pre-screened candidates. Give us a break! Seriously, we would love to hear from jobseekers who feel they got their money''s worth, and vice versa.


..And The Pendulum Swings Award

Outsourcing. It is the best incentive for seriously committing to staffing metrics. Without them you are a goner. Sooner not later. A new magazine, Human Resource Outsourcing Today (www.HROToday.com, ), is indicative of a
trend that is picking up a head of steam and headed for the runaway category. Vendors would love to get a hold of the list of the respondents (15%) on one of SHRM''s earlier surveys in 2002 who claimed they didn''t even track how many hires they had made.

Back to the Future Award

The FCC recently established and reported new EEO Rules and Policies for Cable and TV broadcasters (www.fcc.gov, Nov.22). Why? Because they can. Despite obtuse language, try to read them as if they applied to you.



The You Gotta Be Kidding Award

Workforce recently published the following (with no commentary) from a new Goldman Sachs report:
Newspaper publishers have clearly turned the tide in the battle for market share in help-wanted advertising versus the online players (primarily Monster and HotJobs). They then went on to say, .that online''s share of the recruitment market continues to erode on a year-to-year basis. The online companies have thus far not had meaningful success in penetrating the local recruitment marketplace that accounts for the bulk of newspaper help-wanted revenues. You gotta be kidding. Goldman Sachs, according to Workforce (www.workforce.com, and no, we didn''t read the whole report -yet.) deduced this brilliant piece of news in part from Monster''s third quarter report. While we do think (some) newspapers have made solid efforts this year, even Peter Zollman, a well thought of classifieds analyst chuckled. His current ClassifiedIntelligence report (www.classifiedintelligence.com) offered much better evidence to the contrary. The Conference Board, which still monitors newspaper classified lineage as a measure of economic activity (how silly is that) clearly indicates that newspaper help-wanted advertising is off 60% compared to 1987 (the standard year). Think Goldman Sachs wants their investors to bulk up on newspaper stocks?


NEW YEAR RESOLUTIONS FOR EMPLOYMENT PROFESSIONALS

We were impressed by Howard Admasky''s November 22nd article from ERExchange.com (www.erexchange.com, articles archive) Recruiting Today: Good People In Difficult Times. He offered excellent advice on how to make a difference when times are tough. Another article in the Wall Street Journal, Recruiters are hard hit, also commented on the fallout from staffing firms (one executive search directory recently deleted 273 listings). We thought we would add a few New Year''s Resolutions for the recruiters who are on the beach or likely to be (eventually, that is all of us). We promise, no we guarantee if you make these resolutions you''ll get more than you give.

1.. Visit your local state employment office. Audit their resources and volunteer programs. You might be pleasantly surprised how extensive some of them are. You might also be amazed who is there without any outplacement support. Offer to present to a group of their clients. Donate your 2002 copy of CareerXroads. (;-)
2.. Call your Alumni Association and ask them about downsized graduates looking for help. Volunteer to assist them in learning how to network.
3.. If you are out of work, find and interview two other people with equal or better skills than you have who are looking for exactly the same job as you. Take their resumes (and yours) and write to the head of corporate staffing in the 5 firms you would most like to work for. Write about why you think these 2 deserve consideration over any other candidate.
4.. If you aren''t out of work, take your next filled position and personally call each of the finalists for that job. Yes, anyone who knew they were being considered. Offer them advice on what they could (or need to) do to improve their chances to qualify and compete successfully for another position.

You get the idea.

Happy Holidays!



Gerry and Mark

PUBLIC FORUMS WHERE WE WILL BE SPEAKING OR PARTICIPATING IN 2003

We would like to meet you if you are in the area January
Recruiters Employment Forum
1/10, Shanghai, China (sponsored by Corning, Inc.)

HR & the Internet Seminar, Cornell, ILR Extension
http://www.ilr.cornell.edu/extension/training/course_view.html?cour_id=51
1/28, New York, NY

Technology & Staffing Seminar, Cornell, ILR Extension
www.ilr.cornell.edu/extension/training/course_view.html?cour_id=50
1/29, New York, NY


February

National Association of Personnel Services Annual Conference
www.napsweb.org
2/5-8, San Diego, CA

Staffing.org''s Human Capital Metrics Summit
www.staffing.org
2/12-14, New Orleans, LA

(An employer focused meeting devoted to improving staffing metrics.
Discounts are available for early signups)

CareerXroads'' Colloquium: Diversity Initiative
www.careerxroads.com/news/WhatsHotWhatsNot.html
2/26-27

(Invitation only event limited to 20 employers collaborating on creating a
world-class blueprint for diversity staffing pages and more)


March

Employment Management Association Regional Meeting
www.shrm.org/ema
3/5, Seattle, WA

HR & the Internet Seminar, Cornell, ILR Extension
http://www.ilr.cornell.edu/extension/training/course_view.html?cour_id=51
3/10, New York, NY

Technology & Staffing Seminar, Cornell, ILR Extension
www.ilr.cornell.edu/extension/training/course_view.html?cour_id=50
3/11, New York, NY

ATS: Evaluation and Selection, Cornell, ILR Extension
http://www.ilr.cornell.edu/extension/training/course_view.html?cour_id=653
3/12, New York, NY


Staffing Industry Executive Forum
www.sireport.com
3/23-26, New York, NY
(check out their recent report on Vendor Management Systems)

ERExchange Expo
www.erexchange.com
3/26-27, San Diego, CA
(register by indicating careerxroads code MG2003W for additional discounts)

April
Employment Management Association National Conference
www.shrm.org/ema
4/23-25, Las Vegas, NV


May

CareerXroads Colloquium
http://www.careerxroads.com/news/WhatsHotWhatsNot.html
5/7-8, Princeton, NJ
(An invitation only event limited to 20 firms on critical staffing issues)

ATS: Evaluation and Selection, Cornell, ILR Extension
www.ilr.cornell.edu/extension/training/course_view.html?cour_id=653
5/20, New York, NY

Technology & Staffing Seminar, Cornell, ILR Extension
www.ilr.cornell.edu/extension/training/course_view.html?cour_id=50
5/21, New York, NY

HR & the Internet Seminar, Cornell, ILR Extension
www.ilr.cornell.edu/extension/training/course_view.html?cour_id=51
5/22, New York, NY

SHRM State Conference
www.shrm.org
5/29-30, Hartford, CT


June
Employment Management Association Regional Conference
www.shrm.org/ema
6/12, Washington, DC area

SHRM National Conference
www.shrm.org
6/22-25

CareerXroads 2003
The World''s leading Job & Resume Site Reference Guide
By Gerry Crispin and Mark Mehler

mmc@careerxroads.com - 732-821-6652