by Jennifer Hicks
If you're like many small- to mid-sized businesses, you probably have a Web
site. And, if you believe in the power of the Internet, you've probably even
posted a few jobs on the site.
The Job Posting Conundrum
But if you're one of the myriad organizations
struggling to find employees, you might not have the Web-savvy people
available to help you post the reqs as quickly as they appear. And as a
recruiter, you need to spend your time recruiting, not struggling with HTML
code, CGI-scripting and database design.
Sure, you can turn to one of the job banks and post there, but if you're not
effectively posting jobs on your own site, you're missing out on an
opportunity. Using the leverage of your own Web site you can:
- showcase your organization
- be seen by Internet surfers drawn to company pages
- connect with people targeting your company or industry through research
- provide a 24/7 way for someone to make an informed decision about applying
with you
If technology is holding you back from posting, consider subscribing to
JobMark, an easy-to-use recruiting product designed to complement your
existing site by taking the technological pain out of job postings.
What
JobMark Does
Gene Burnard, president of
JobMark, saw "a need to make the job posting
process simpler, even easy," and created an incredibly simple step-by-step
process using online forms. It makes the posting process a piece of cake.
But
JobMark does more than make job postings easy. It also helps track and
administer the postings, linking submitted resumes to specific postings.
The Two Sides of JobMark
There are two parts to the
JobMark design: one for job candidates and one
for the recruiting manager.
The Candidate Side
Using an easy-to-navigate structure, candidates choose the job postings
they're interested in, click to read the description and click again to
submit a resume. And, because it uses the same overall design and color
scheme as your own site, there's relatively seamless integration.
Submitting a resume is done via an online form that surpasses typical
form-created resumes. Burnard and his staff work with you to design the form
appropriate for your needs. For instance, the form used by an agency for
insurance temps asks what insurance-related software the applicant knows,
what the expected hourly salary is, and what speed of typing, shorthand and
transcription the applicant has.
The Administrative Side
Scenario One: You're the recruiting manager for a mid-sized company -
overburdened with open reqs. Not anymore.
JobMark offers complete
administrative control and at the same time allows hiring managers to do
some of the work. You create the posting by using the easy online forms and
let the managers enter the job description. Only you can post it, so you
still maintain control.
Scenario Two: You're a third party agency overjoyed with business, but
struggling to fit in all that needs to be done in a day. Let your clients
post their own jobs at your site. As the administrative user, you set who
can access what with the click of a button.
User levels
Administrator - The administrator takes control. After working with
JobMark
to customize the forms the way you want, you control everything - from what
is posted, to who sees what, to how the resumes are handled. And the
decisions are only a mouse click away. Recruiting managers can add, delete
or modify job postings whenever the need arises.
Manager - Those with manager status can enter, modify, or temporarily
suspend a job posting but cannot actually post it. And, they can review
resumes for their job postings, but no one else's.
Customer - Some agencies find it helpful to allow clients to post directly
on the site. In those cases, the recruiting manager level can allow an
authorized third party "log-in" to the administrative site, enter a job
posting, and collect resumes. You maintain control over how much can be
posted and when and where the resumes are directed.
Resume Processing
Control when, how, and how many resumes you receive with the control of a
button.
When a resume comes in, it's automatically coded to the specific job applied
for. A quick scan of it lets you know whether it's appropriate,
not-the-best-but-worth-keeping, or a total waste. If it's a waste, click and
delete. If it's okay, but not quite right, click and move to the database.
If it's got potential, it stays attached to the posting. Record your
impression of the resume as a note attached to it with the click of a
button.
Online Help
Although phone training is part of the subscription price, there's extensive
and easy-to-follow online help. For instance, when you're working with the
administrative side, the help panels follow you through the process so you
never get lost.
Subscription Costs
There are two styles of
JobMark, each priced according to its feature set
and capabilities.
JobMark
200 has search features on the applicant side and,
for an additional 20% of the base price, has the ability to keep the resumes
in a database.
JobMark 100Lite displays all jobs on a single page and has no
database capacity - although resumes that are submitted are still attached
to the jobs. All other administrative options are the same.
"The Lite version is for those users that don't need or desire the search
capability of the 200 and have a maximum of 40 concurrent job postings,"
according to Burnard.
The pricing for the Lite style with 20 postings is $40; for 40 postings it's
$60.
Pricing for the 200 style ranges from $45 per month for 5 postings to $165
for 100 postings. Many users subscribe for 50 postings for $120 per month.
"Keep in mind," says Burnard, "these are concurrent postings that can be
changed, added or deleted as often as the user likes within the subscription
volume."
-- Jennifer Hicks, a seasoned Internet researcher who writes extensively on
the use of the Internet for job hunters and recruiters, writes RealTools for
AIRS.
About AIRS
AIRS teaches recruiters and high-growth companies to find passive candidates
hidden inside directories, databases, archives and the public Web servers of
over 400,000 companies and organizations on the Net. For more information
about our cutting edge training seminars, publications, or web applications
please call 1-800-466-4010 or check out our web site at
http://www.airsdirectory.com.
