Posted by Cabot Jaffee on Mon, May 10, 2010 @ 03:14 PM
Most of us have heard of online job boards or job portals and understand how important they are to recruiting and hiring. And while they have a certain appeal to many job seekers, rarely does a job seeker focus on only one single job portal. Most candidates are willing to look across many different job boards for job opportunities. Conversely most companies recruiting strategy allows them to choose only one to advertise in given the costs associated with advertising on multiple boards.
Many companies have started experiencing great success finding candidates at a lower cost per candidate utilizing many less well known, free job boards. One of the keys to having success with any job board is the frequent "updating" and utilization of the job posting.
A System that has functionality that allows a company to create a job description and automatically posts to a variety of free job boards such as GoogleJobs, Simply Hired, Craigslist, and Kijiji will lead to an increased number of candidates. In other words a company that now posts on 10 job boards versus just one will clearly not have any less candidates and in fact will have significantly more. Subsequently, the System must automatically keep the post updated. This will keep the job listing fresh and listed towards the top of similar postings.
There are numerous examples of Systems working as described above. A major Real Estate Brokerage has utilized a System for five months now. Since the System was implemented, there has been over a 100% increase in the number of leads generated through job boards in the past. This has significantly lead to a decrease in the need to spend as much money on the more expensive job boards thereby leading to a significant return on investment. For example, here are some job boards without a System and with a System:
| Without System | With System |
Paid Job Board Per Month | $695 | $0 |
Costs for posting on other job boards | $200* (time it takes to post and update to 10 job boards once per week) | $135* (auto-poster capabilities of System) |
Total costs - generate leads thru job boards | $895 | $135 |
# of leads - paid job boards Additional leads generated | 40 0 | 0 10 |
Postings on other job boards | 40* (if no update leads start to diminish) | 40 |
Total leads | 80 | 50 |
Cost per lead | $11 | $2.70 |
We'd be interested in your input with regards to your organization posting listings on job boards. Do you have an online Recruiting System in place for keeping your listing updated? Are you interested in finding such an automated Recruiting System? Click
here to find out more.
Posted by Cabot Jaffee on Fri, Apr 30, 2010 @ 10:59 AM
There are hundreds of consultative sales assessments out there. Perhaps you use one of them. If not, you should as we know that better decision-making (i.e., improved selection and targeted development planning) will result from the use of an assessment that provides more accurate information both for candidates and incumbents.
If you already use a consultative sales assessment, however, you need to ask yourself whether the instrument you are using is truly world-class - - how does it "stack-up" against the well accepted benchmarks that define "the best."
Does your consultative sales assessment?
1. Measure both "can do" (i.e., sales skills) and "will do" (i.e., behavioral tendencies and personality) components.
2. Provide a "green light" and "red light" metric. In other words, does your assessment yield a probability of success score to be used for selection.
3. Provide sales skill, behavioral and personality information that is easily interpretable based on a massive users database (hundreds of thousands).
4. Utilize job simulation -- where candidates and incumbents experience a "day in the life of" and they use their situational judgment and skills to successfully handle typical sales challenges.
5. Provide accurate selection information and rich developmental information to kick-start a newly hired salesperson's development.
6. Provide you the opportunity to benchmark the skills and behavioral tendencies of your incumbents -- so you can determine where training is required to make your sales force world-class.
7. Generate a custom interview based on the candidate's assessment results?
8. Meet all EEO and ADA requirements?