Simply Hired Blog

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Paid Job Listings Coming to a Web Site Near You, Courtesy of Simply Hired

Since the time we started Simply Hired, we’ve been focused on our mission to help people find jobs they love. Over the past 18 months, we’ve doubled the size of our job database, integrated salary data, company data, referral data and mapping data, and launched additional capabilities, such as integrated job tracking and resume posting across the Web. We’ve also poked a bit of fun at job search with offerings like Simply Fired.

All along, we’ve known that even though millions of people have used Simply Hired to find their dream job, we’ll see only a small number of the over 130 million workers in the U.S. alone. Even the largest job sites since the history of the Internet see only a small percentage of all the workers out there. So in addition to allowing people to visit us, we’ve decided to visit them...

Today, Simply Hired is announcing its “Job-a-matic” publisher network. In a nutshell, Job-a-matic allows Simply Hired to bring job listings to any site out there who feels it’s relevant for their audience. It takes just a few minutes to set up, provides contextually relevant jobs to any Web site, and even allows the blogger or Web publisher to make some money for bringing this service to their users. Once a site sets up Job-a-matic, we fill it with paid job listings relevant for that site. In addition, the publisher can also elect to sell listings to their audience at any price they choose.

There are several things that are exciting to us about this launch. First, we bring great job opportunities to millions of workers through niche communities they already belong to around the Web. Second, bloggers and publishers, who provide valuable services but often don’t receive adequate revenues from their site, have a chance to create an additional revenue stream from paid job listings (which tap employment or recruiting budgets), in addition to services like Google AdSense (which tap marketing or media budgets).

Web sites flourish when they bring fresh, relevant content to their audience. Since just about all of us have had to worry about getting a job at some point in our lives, we hope this provides additional content and revenue to the millions of sites out there, and enhances the quality and services of the range of niche communities around the Web. Most of all, we hope that more people find jobs they love, because now, we hope jobs will be everywhere.

Need Help Writing a Resume?

I generally field a fair number of questions from customers that need help with their resume. And while I personally can’t give specific guidance on creating a powerful resume, I thought I would share some resources that folks can utilize to make a better resume.

Our forums have a fair number of links concerning resumes.

Dilip Saraf, a Career Coach and Author, has written a few pieces on resumes that are interesting to read:

Transforming your Resume
Tips for Executive Resumes

Tools for Transition offers a free resume evaluation service. Tools for Transition also provides resume writing services & career coaching.

CareerHub has a free ebook on resume writing available.

Tips on what not to do on your resume:

Secrets of the Job Hunt has a link to Resumes from Hell, a collection of things that people put on their resumes that they shouldn’t tell their prospective employer.

Special Note: The information above is for folks looking to create a resume document that they send directly to a potential employer. If you’re looking to build and distribute a resume via SimplyHired, please use our resume builder.

Efficiency vs. Effectiveness: Brand Impact

Sixth in a nine-part series about the concept of Efficiency vs. Effectiveness and some possible measures to help you determine whether the job you are hiring for is one or the other. Previous posts include:

Introduction
Definition
Overview
Timing
Business Result

Now we turn to a hot topic in the recruiting world today: brand impact. Here we speak not so much of your employment brand but of the brand of your company. Let's face it, some positions have a direct impact on the way people perceive your company, and it is usually worth some extra time and attention to make sure that you get those positions right.

Question: “Will the performance of the person filling this position have an identifiable impact on the business line's or enterprise's brand? Will their presence and appearance?”

Considerations: The difference between performance and presence is critical in understanding how any single person can affect the business line’s or enterprise's brand identity. For example, a software engineer's effect on the brand is through performance: If his or her code is good, the customer is happy. Therefore, those who have worked with software engineers know that you rarely assess their manner of dress or personal hygiene in determining how the customer will feel about the product. On the other hand, a bank teller affects the customer’s brand perception through his or her actions, dress, manner of speech . . . in other words, through presence and performance.

Measurement: If neither the hire’s performance nor presence will have a discernible impact on the business line’s or enterprise’s brand, the requisition is efficiency-focused. If the impact is significant, the requisition is effectiveness-focused.

Next Week: Effectiveness vs. Efficiency: Visibility

Efficiency vs. Effectiveness: Business Result

Fifth in a nine-part series about the concept of Efficiency vs. Effectiveness and some possible measures to help you determine whether the job you are hiring for is one or the other. Previous posts include:

Introduction
Definition
Overview
Timing

Today we examine what business result you are trying to achieve with the hire, and how this impacts whether your requisition should be marked for efficiency or effectiveness.

Question: “What is the quantifiable business result of hiring someone who cannot meet the stated requirements of the position?”

Considerations: Most hiring managers believe that their open positions are “make-or-break” for the organization—that is, that they are effectiveness-based requisitions. When interviewing the hiring manager and other business leaders to determine the proper focus for the requisition (i.e., efficiency or effectiveness), it is vital that recruiters help hiring managers realistically evaluate the requirements of the position. Describing the potential fallout of inappropriate requirements—for example, the extra recruiter time and cost to the organization just to hire an employee who may end up disappointed with the scope of the duties anyway—is one way that recruiters can help educate hiring managers about the business impact of their recruiting decisions.

Measurement: If hiring someone who does not meet the stated requirements will have little effect on the financial goals of the business line, the requisition is efficiency-based. If the impact would be at the financial level, the requisition is effectiveness-based.

Next: Effectiveness vs. Efficiency: Brand Impact

Efficiency vs. Effectiveness: Timing

Fourth in a nine-part series about the concept of Efficiency vs. Effectiveness and some possible measures to help you determine whether the job you are hiring for is one or the other. Previous posts:

Introduction
Definition
Overview

I will take the next five posts to review factors that can be used to determine whether a particular talent need (otherwise called “a potential hire”) should use Effectiveness or Efficiency criteria. Since I propose that the best way to understand the need of the position is for the recruiter to interview the business-line manager (which will not always be the hiring manager), I have posed these analyses as questions, considerations and measurements.

Question: “What is the business impact of not being able to hire this person within the time frame indicated on the requisition?”

Considerations: The answer to this question is not always obvious. This measurement cannot be ascribed to the internal customer's (read: hiring manager’s) level of distress. This will simply reinforce that the way recruiting gauges its own success is by the hiring manager’s perceptions. Instead, the recruiter has to be willing to dig deeper to figure out whether there are more financially attractive ways to fill a position while the right person is being found. Flex workers, contingent workers, and overtime might all be preferable to hiring quickly but ineffectively.

Measurement: If it is quantitative and discernible, mark the requisition for effectiveness (take the time to find the right person). If the impact is low or indefinable, mark for efficiency (get somebody in here fast and move to more important reqs).

Next Week: Effectiveness vs. Efficiency: Business Result