Sensis enters job market

The Australian IT had a story yesterday on how Sensis has partnered with Morgan & Banks to create an online recruitment site that will be designed to compete with the existing online job boards (Seek, MyCareer, and CareerOne).

The story was very light on details and when looking at the Sensis site I found no reference to the new service as a result I am not sure as to when the service will launch. However a site does exist at, which I guess will be the basis for the combined offering. In reviewing it I got the impression that the service will be a merging of social networks and recruitment in one place, with the primary focus recruitment. Essentially Australia’s own version of LinkedIn. Regardless of the details this move is a major step in a recognition that search engines will be directly competing with job boards.

I spent a bit of time registering for the site and found it a fairly easy process, no major issues. The resume creation tool is very good, allowing me to submit my regular MS-Word document the solution using some form of AI created a structured resume that was about 80% accurate and required about 5 minutes to clean up. Once I submitted the resume I was ready for job hunting and networking.

The networking process is very similar to LinkedIn, without the ability to load your contacts from your favourite PIM. Maybe a downside however it does stop the game of “my network is bigger than yours” which seems to have taken place on LinkedIn. The other good attribute of the service it networking is directly related to job hunting not a side benefit.

Other great features. A personality assessment to help job seekers understand how ” your personalty affects your approach to work and your relationships with people”. You can also search your network and the anonymous resumes of other people using LinkMe by company, name and matching on resumes. Job seekers can rank their resume against others in the database to see how it would compare from a recruiter’s point of view, a very good feature and it also allows the job seeker to view the compared resumes (anonymously of course).

One issue (a big one at that) I did find, was during my time using the tool I was suddenly logged in as someone else, I could see their resume and network! This is a very poor bug given the current issues around digital identity and identity theft on the internet.

Joel interviews Ray Fassett of dot jobs

Joel Cheesmans posts an interview with Ray Fassett from dot jobs. We do get a small insight into some of the successes that dot jobs has had in the first week. Here Ray discusses some of the companies that HAVE registered:-

4. Can you name some of the employers applying for .jobs in the first week?

A. You know I am looking at this constantly…but to name a few household names off of the top of my head…Hard Rock Café, Sheraton Hotels, General Motors, Intel, Exxon, FedEx, Audi, Bloomingdales, Kraft, Amazon, Mitsubishi, Google … a real wide assortment crossing many industries and geographic regions.

Ray does not mention Microsoft, IBM, or Yahoo and most likely not your company has not registered. If you want your dot jobs domain and there is a possibility of another organisation that has the same trade mark in another country you need to register before they do.

Job seeker and recruitment podcast

Last week I asked What is Employment Acceleration?, well I got a reply from Cameron Reilly. It is a podcast from TPN on recruitment specifically designed for job seekers.

I had a listen and the first show is about 30 minutes and begins to cover some of the issues that job seekers face when looking for a job, rejection. I look forward to the coming shows to see where it goes. The feed is available here.

RSS and Microsoft

Over the weekend there was a fundamental change in the technology landscape that we all work in. At Gnomedex Microsoft announced that they are building support for RSS into Lornhorn, the next major release of the Windows OS. Lognhorn is due to go into beta testing late this year and with RSS tightly integrated into the OS things are going to change in a BIG way.

There is so much content out there discussing what this means I am yet to fully understand the implications, and I suspect it will take me about a year for this to happen. (6 months pondering what they will do and then 6 months with the actual software to figure out what they did.) But from an HRIS/HRMS/workplace application vendor point of view there are going to be some major things that can start happening.

Scoble has a good list of commentary on the technology communities reaction. Dave Winer (the father of RSS) provides support as well. We can also see the benefit of a social network happening. When Microsoft announced the support there was a mixture of positive and negative reactions. Phil Ringnalda provided some feedback and then within 24hrs Microsoft replied and said they would incorporate his feedback!

Some of the possible uses I see, and these are only a few that come to mind:-

  • Job postings via RSS direct to the job seeker’s system
  • Policy notifications from HR
  • Workflow notifications, with presence awareness integrated
  • Learning program delivery

While many of these things can be done today, when the fundamental technology is built into the operating system it is a lot easier for application developers to leverage. Therefore more applications use the technology and it become pervasive.

This is definitely a watch this space announcement!

Commitment vs. Engagement

Dub Dubs writes a follow up to his analysis of Northwetern University study from earlier in the month. Where he was struggling with the differences between engagement and commitment, like many people.

In his recent post Dubs is saying you cannot have engagement without commitment and just because you have commitment does not mean you have engagement. To this fact I would agree completely. Lets look at this a bit further.

The whole conversation that has been going on around engagement over the last couple of months is really good as we are working through the different aspects of engagement within the workplace. (I was going to post a link to a Technorati search but there seems to be a large amount of spam on the subject from Blogger which makes the search useless)This is obviously a good thing as the current trends in the recruitment marketplace are indicating that skilled employees are getting harder and harder to find. As such it is far cheaper to keep the people you already have. This means that engaged and satisfied employees are less likely to leave, saving you money!

There have been lots of studies on the cost of hiring therefore every employee you have that is engaged and satisfied adds to the cost avoidance line in your business case for retention programs.