Jason is pissed off and so he should be!

Jason Davis from Recruiting.com is pissed off by someone republishing their content without permission. It seems that Cary Darling from International Web Design Consortium is taking content from:-

  • George’s Employment Blawg
  • Recruiting.com
  • The Monster Blog
  • The Occupational Adventure (sm)

and not indicating where the content is coming from, the site is running ads, to obviously make money. The site in question surferdiary.com/careers seems to be running Relink Software’s Autoblogger. AutoBlogger and their other tools for Forum Autoposter seems to just focused on increasing your search engine ranking. Along with spam, link-spam, comments spam, trackback spam, and Splogs these type of people and their tools really piss me off as they make it very hard for people online.

Oh and a tech tip, if you want to link to these types of things and not drive their search engine ranking up use the nofollow tag in your link.

links for 2005-11-21

Google base and HR

Sometimes I like to watch, and other times I tend to jump in with both feet.

The launch of Google Base has been one of those times I have wanted to watch, well read really. There are thousands of opinions out there on what Google base is really doing, what is not doing, why it is good, and what you can do with it. Some of interest are:-
Joel Cheesman : part 1, part 2 & part 3
BuzzMachine : Google Base vs Microformats
business2blog : Google’s Social Index
Jobster blog : Google base and recruiting
Steven Levy : Google Job Boards
Charlene Li : Google Base goes live
Social Patterns : Google Base Officially Launches

There are lots of sides to this and I think that it will take several months for us all to see where this goes.

Yes, organisations will post ads, and yes candidates will be able to integrate nifty features such as maps to see the location, news to get a background on the company. Yes employers will be able to search and mine people profiles for possible candidates.

But as Jeff Jarvis comments Google Base is a structured closed environment, not an open one of standards for tags and structure, where

Imagine if you could go to a page that lets you put in your resume or house ad or job ad and it spits out tagged XML you could put on the web anywhere to be found by anyone.

Will Google open the base up? Time will tell.

The other aspect that will take time for us to see is the long term impact on job boards and their reach. When an employer can post for free, why would they pay a job board?

For vertical search could there be a similar outcome? Today I can search Indeed for jobs in Australia and come up with only 5, while Indeed has not really entered the Australian market it might not be a fair comparison but Google Base has 10. Ok, neither result is really that good, but vertical search organisations need to negotiate with job listing providers for content, Google just needs people to post for free!

A few of other thoughts.

How will Google Base impact the work of a recruiter? Will it just become another optional source of candidates, or will it be THE place for candidates? If Google open up the Base will Talent Management Solution providers integrate results?

There are courses and events being posted on Google Base. How will this impact employees find learning events?

All in all it will be an interesting few months to see how this all pans out.

Job sites rankings update

I am really starting to question the validity of the listing produced in Interbiznet’s Bugler, which is based on the work from TopJobSites. Yes I know on the TopJobSites they have a disclaimer but still to have missed the number 1 job site in India given they make up such a large proportion of the job market these days is a bit of an error. Is Naukri undertaking some activity that would have them being excluded from the list or is this just an error? I would love to know.

What with this and the missing Australian government site JobSearch do we really have a complete understanding of the international marketplace. Can anyone help me understand, what other sites are missing? In the interests of getting a clearer picture I have uploaded the complete 179 site listing as a PDF for review.

Adding Naukri to the list would push Dice.com out of the top 10 and leave only 3 US focused sites in the top ten, probably a true reflection of the market place.

Site Name Type 10/01/2005 11/01/2005
Monster.com US 96 100
CareerBuilder US 190 182
ChinaHR.com Non English-Chinese 244 239
naukri.com English-India 380?? 373
HotJobs.com US 346 388
zhaopin.com Non English-Chinese 439 454
JobsDB English-Asia Pacific 571 688
InfoJobs.net Non English-Spain 872 800
JobStreet.com English-Asia Pacific 988 994
Workopolis English-Canada 1,488 1,433
Dice.com US-Niche-IT 1,528 1,457
Monster Canada English-Canada 1,728 1,556
SEEK English-Australia 1,629 1,707
ANPE Non English-France 2,408 2,122
Jobing.com US-Local 2,256 2,527
JobsAhead English-India 3,149 2,804
America’s Job Bank US-Gov 3,099 3,077
Monster India English-India 3,129 3,166
Vault US 3,482 3,411
indeed.com US-Aggregator 4,070 3,470

(Thanks to Udit Bhandari from www.servnet.in for pointing this out)

Job sites rankings

Reading the interbiznet Bugler this morning I saw a rankings of top 180 odd job boards across the globe based on the data from Top Job Sites who are using Alexa traffic rankings for each site to come up with the list. While the list is extremely US centric and really doesn’t cover the complete global view of the industry, ie JobSearch the Australian govenerment job site ranked at 9618 which would put it around number 43 globally was missing but all in all it is a good representation.

What got my really interested in the list is where some of the international sites sit in relation to the big US job boards.

Site Name Type 10/01/2005 11/01/2005
Monster.com US 96 100
CareerBuilder US 190 182
ChinaHR.com Non English-Chinese 244 239
HotJobs.com US 346 388
zhaopin.com Non English-Chinese 439 454
JobsDB English-Asia Pacific 571 688
InfoJobs.net Non English-Spain 872 800
JobStreet.com English-Asia Pacific 988 994
Workopolis English-Canada 1,488 1,433
Dice.com US-Niche-IT 1,528 1,457
Monster Canada English-Canada 1,728 1,556
SEEK English-Australia 1,629 1,707
ANPE Non English-France 2,408 2,122
Jobing.com US-Local 2,256 2,527
JobsAhead English-India 3,149 2,804
America’s Job Bank US-Gov 3,099 3,077
Monster India English-India 3,129 3,166
Vault US 3,482 3,411
indeed.com US-Aggregator 4,070 3,470
Laboris.net Non English-Spain 3,976 3,757

There are some very interesting observations I can make about the top 20 list. First is that it seems the 3rd and 5th ranked sites are Chinese language sites! Of the top 10 sites only 4 are US focused, which means 60% of the job board business is outside of the US! Ok I am not taking into account the reach. From an Australian perspective Seek is listing in number 12 position just behind Monster Canada, not bad for our little peice of dirt down here. Our other major sites mycareer.com.au and CareerOne are ranking 33 and 34 respectively very cool.

I am honestly surprised by the size of the market outside of the US and the implications this has for recruitment software vendors and job seekers.

Collaborative Information Technologies

Well last night was the first solo event for the AHRI Victorian HRIS SIG, and it was a success! We have 40 people (for 40 seats) turn up and listen to Glen Rabie from Yellowfin and Lyndal Bradilovic from Corrs Chambers Westgarth provide us with a fascinating look at principles of information collaboration and specifics about Corrs’s recent implementation of a HR/Business Reporting environment.

It was only after I got home last night that I remembered I should of taken some picture of the event and posted them. Maybe next time.

Glen provided some interesting points which tended to go against the traditional thoughts of implementing business intelligence (BI) in an organisation, but made a lot of sense. Ideas such as, start with BI at an operational level first not the executives, even if they have the budget.

Lyndal spoke of their 2 week implementation of the Yellowfin tools! During the implementation of a new HRIS in the organisation they ran into problems with the report writer provided by the vendor, it was no longer supported and was not to be installed! Lyndal now had an HRIS without the ability to get the data out, a real compelling and urgent requirement. She spoke of solving the demarcation around data ownership between Finance and HR and how the initial partnership between the two departments is now paying off as they move into more strategic reporting.