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Appendix C Career Opportunities 1303 users can best decide what job categories they are qualified for and what career choice will be best suited to their personal ambitions. The service is available for a fee. InterviewSmart is another service offered through CareerPower that prepares job seekers of all levels for the interviewing process. The service can be downloaded for a minimal fee or can be used on the Web for free. Both versions are available at www.careerpower. com/CareerPerfect/interviewing.htm#is.start.anchor. Additional services will help applicants find positions that meet their unique needs, or design their resumes to attract the attention of specific employers. Dogfriendly. com, organized by geographic location, helps job seekers find opportunities that allow them to bring their pets to work, and cooljobs.com is a searchable database of unique job opportunities. C.6 Internet and World Wide Web Resources Information Technology (IT) Career Sites www.dice.com This is a recruiting Web site that focuses on the computer industry. www.guru.com This is a recruiting site for contract employees. Independent contractors, private consultants and trainers can use guru.com to find short-term and long-term work. www.hallkinion.com This is a Web recruiting service for individuals seeking IT positions. www.techrepublic.com This site provides employers and job seekers with recruiting capabilities and information regarding developing technology. www.justcomputerjobs.com This site serves as a portal with access to language-specific sites, including Java, Perl, C and C++. www.hotdispatch.com This forum provides software developers with the opportunity to share projects, discuss code and ask questions. www.techjobs.bizhosting.com/jobs.htm This site directs job seekers to links of numerous technological careers listed by location, internet, type of field, etc. Career Sites www.careerbuilder.com A network of career sites, including IT Careers, USA Today and MSN, CareerBuilder attracts 3 million unique job seekers per month. The site provides resume-builder and job-searching agents. www.recruitek.com This free site caters to jobs seekers, employers and contractors. www.monster.com This site, the largest of the online career sites, allows people looking for jobs to post their resumes, search job listings and read advice and information about the job-search process. It also provides a variety of recruitment services for employers.
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1302 Career Opportunities Appendix C C.5.6 Students and Young Professionals The Internet provides students and young professionals with tools to get them started in the job market. Individuals still in school and seeking internships, individuals who are just graduating and individuals who have been in the workforce for a few years make up the target market. Additional tools specifically designed for this demographic (a population defined by a specific characteristic) are available. For example, journals kept by previous interns provide prospective interns with information regarding what to look for in an internship, what to expect and what to avoid. Many sites will provide information to lead young professionals in the right direction, such as matching positions to their college or university major. Experience.com is a career services Web site geared toward the younger population. Members can search for positions according to specific criteria, such as geographic location, job category, keywords, commitment (i.e. full time, part time, internship), amount of vacation and amount of travel time. After applicants register, they can send their resumes directly to the companies posted on the site. In addition to the resume, candidates provide a personal statement, a list of applicable skills and their language proficiency. Registered members also receive access to the site s Job Agent. Up to three Job Agents can be used by each member. The agents search for available positions, based on the criteria posted by the member. If a match is made, the site contacts the candidate via e-mail.13,14 Internships.wetfeet.com helps students find internships. In addition to posting a resume and searching for an internship, students can use the relocation calculator to compare the cost of living in different regions. Tips on building resumes and writing essays are provided. The City Intern program provides travel, housing and entertainment guides to interns interviewing or accepting a position in an unfamiliar city, making them feel more at home in a new location. In addition to its internship locators, undergraduate, graduate, law school, medical school and business school services, the Princeton Review s Web site (www.review.com) offers career services to graduating students. While searching for a job, students and young professionals can also read through the site s news reports or even increase their vocabulary by visiting the word for the day. Other career sites geared toward the younger population include campuscareercenter.com, brassringcampus. com and collegegrad.com. C.5.7 Other Online Career Services In addition to Web sites that help users find and post jobs online, there are a number of Web sites that offer features that will enhance searches, prepare users to search online, help applicants design resumes or help users calculate the cost of relocating. Salary.com helps job seekers gauge their expected income, based on position, level of responsibility and years of experience. The search requires job category, ZIP code and specific job title. Based on this information, the site will return an estimated salary for an individual living in the specified area and employed in the position described. Estimates are returned based on the average level of income for the position. In addition to helping applicants find employment, www.careerpower.com provides individuals with tests that will help them realize their strengths, weaknesses, values, skills and personality traits. Based on the results, which can be up to 10 12 pages per test,
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Appendix C Career Opportunities 1301 Fig. C.5 eLance.com request for proposal (RFP) example. (Courtesy of eLance, Inc.] C.5.5 Executive Positions In this section, we discuss the advantages and disadvantages of finding an executive position online. Executive career advancement sites usually include many of the features found on comprehensive job-search sites. Searching for an executive position online differs from finding an entry-level position online. The Internet allows individuals to continually survey the job market. However, candidates for executive-level positions must exercise a higher level of caution when determining who is able to view their resume. Applying for an executive position online is an extensive process. As a result of the high level of scrutiny passed on a candidate during the hiring process, the initial criteria presented by an executive level candidate often are more specific than the criteria presented by the first-time job seeker. Executive positions often are difficult to fill, due to the high demands and large amount of experience required for the jobs. SixFigureJobs (www.sixfigurejobs.com) is a recruitment site designed for experienced executives. Resume posting and job searching is free to job seekers. Other sites, including www.execunet.com, Monster.com s ChiefMonster (www.chiefmonster.com) and www.nationjob.com are designed for helping executives find positions.
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1300 Career Opportunities Appendix C The Caradyne Group (www.pcsjobs.com), an executive search firm, connects job seekers to employers in the wireless technology field. Interested job seekers must first fill out a Profile Questionnaire. This information is then entered into The Caradyne Group s database and is automatically matched to an open position in the job seeker s field of expertise. If there are no open positions, a qualified consultant from The Caradyne Group will contact the job seeker for further a interview and discussion. C.5.4 Contracting Online The Internet also serves as a forum for job seekers to find employment on a project-byproject basis. Online contracting services allow businesses to post positions for which they wish to hire outside resources, and individuals can identify projects that best suit their interests, schedules and skills. e-Fact C.4 Approximately six percent of America s workforce falls into the category of independent contractor. 12 Guru.com(www.guru.com) is a recruiting site for contract employees. Independent contractors, private consultants and trainers use guru.com to find short-term and long-term contract assignments. Tips, articles and advice are available for contractors who wish to learn more about their industry. Other sections of the site teach users how to manage their businesses, buy the best equipment and deal with legal issues. Guru.com includes an online store where contractors can buy products associated with small-business management, such as printing services and office supplies. Companies wishing to hire contractors must register with guru.com, but individuals seeking contract assignments do not. Monster.com s Talent Market offers online auction-style career services to free agents. Interested users design a profile, listing their qualifications. After establishing a profile, free agents Go Live to start the bidding on their services. The bidding lasts for five days during which users can view the incoming bids. At the close of five days, the user can choose the job of his or her choice. The service is free for users, and bidding employers pay a commission on completed transactions. eLance.comis another site where individuals can find contracting work. Interested applicants can search eLance s database by category, including business, finance and marketing (Fig. C.5). These projects, or requests for proposals (RFPs), are posted by companies worldwide. When users find projects for which they feel qualified, they submit bids on the projects. Bids must contain a user s required payment, a statement detailing the user s skills and a feedback rating drawn from other projects on which the user has worked. If a user s bid is accepted, the user is given the project, and the work is conducted over eLance s file-sharing system, enabling both the contractor and the employer to contact one another quickly and easily. For an online demonstration, visit www.elance.com and click on the take a tour… link. Other Web sites that provide contractors with projects and information include eWork Exchange (www.ework.com), MBAFreeAgent.com, Aquent.com and WorkingSolo.com.
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Appendix C Career Opportunities 1299 C.5.2 Technical Positions Technical positions are becoming widely available as the Internet grows more pervasive. Limited job loyalty and high turnover rates in technical positions allow job seekers to find jobs that best suit their needs and skills. Employers are required to rehire continuously to keep positions filled and productivity levels high. The amount of time for an employer to fill a technical position can be greatly reduced by using an industry-specific site. Career sites designed for individuals seeking technical positions are among the most popular online career sites. In this section, we review several sites that offer recruiting and hiring opportunities for technical positions. e-Fact C.3 It costs a company 25 percent more to hire a new technical employee than it does to pay an already employed individual s salary.11 Dice.com (www.dice.com) is a recruiting Web site that focuses on technical fields. Company fees are based on the number of jobs the company posts and the frequency with which the postings are updated. Job seekers can post their resumes and search the job database for free. JustTechJobs.comdirects job seekers toward 39 specific computer technologies for their job search. Language-specific sites include JustJavaJobs.com, JustCJobs.com and JustPerlJobs.com. Hardware, software and communications technology sites are also available. Other technology recruiting sites include HireAbility. com, and HotDispatch.com. C.5.3 Wireless Positions The wireless industry is developing rapidly. According to WirelessResumes.com, the number of wireless professionals is 328,000. This number is expected to increase 40 percent each year for the next five years. To accommodate this growth, and the parallel demand for professionals, WirelessResumes.com has created an online career site specifically for the purpose of filling wireless jobs (see the WirelessResumes.com feature). WirelessResumes.com: Filling Wireless Positions WirelessResumes.comis an online career site focused specifically on matching wireless professionals with careers in the industry. This narrow focus enables businesses to locate new employees quickly reducing the time and expense attached to traditional recruiting methods. Similarly, candidates can limit their searches to precisely the job category of interest. Wireless carriers, device manufacturers, WAP and Bluetooth developers, e-commerce companies and application service providers (ASPs) are among those represented on the site. In addition to searching for jobs and posting a resume, WirelessResumes. com provides job seekers with resume writing tips, interviewing techniques, relocation tools and assistance in obtaining a Visa or the completion of other necessary paperwork. Employers can use the site to search candidates and post job opportunities.
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1298 Career Opportunities Appendix C Fig. C.4 Advantage Hiring, Inc. s Net-Interview service. (Courtesy of Advantage Hiring, Inc.) C.5 Career Sites Online career sites can be comprehensive or industry specific. In this section, we explore a variety of sites on the Web that accommodate the needs of both the job seeker and the employer. We review sites offering technical positions, free-lancing opportunities and contracting positions. C.5.1 Comprehensive Career Sites As mentioned previously, there are many sites on the Web that provide job seekers with career opportunities in multiple fields. Monster.com is the largest of these sites, attracting the greatest number of unique visitors per month. Other popular online recruiting sites include JobsOnline.com, HotJobs.com, www.jobtrak.com(a Monster.com site) and Headhunter.net. Searching for a job online can be a conducted in a few steps. For example, during an initial visit to JobsOnline.com, a user is required to fill out a registration form. The form requests basic information, such as name, address and area of interest. After registering, members can search through job postings according to such criteria as job category, location and the number of days the job has been posted. Contact information is provided for additional communication.
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Appendix C Career Opportunities 1297 The Diversity Directory (www.mindexchange.com) offers international careersearching capabilities. Users selecting the Diversity site can find job opportunities, information and additional resources to help them in their career search. The site can be searched according to demographics (African American, Hispanic, alternative lifestyle, etc.) or by subject (employer, position, etc.) via hundreds of links. Featured sites include Bilin- gualJobs.com, Latin World and American Society for Female Entrepreneurs. Many sites have sections dedicated to job seekers with disabilities. In addition to providing job-searching capabilities, these sites include additional resources, such as equal opportunity documents and message boards. The National Business and Disability Council (NBDC) provides employers with integration and accessibility information for employing people with disabilities, and the site also lists opportunities for job seekers. C.4 Recruiting Services There are many services on the Internet that help employers match individuals to positions. The time saved by conducting preliminary searches on the Internet can be dedicated to interviewing qualified candidates and making the best matches possible. Advantage Hiring, Inc. (www.advantagehiring.com) provides employers with a resume-screening service. When a prospective employee submits a resume for a particular position, Advantage Hiring, Inc. presents Net-Interview , a small questionnaire to supplement the information presented on the resume. The site also offers SiteBuilder, a service that helps employers build an employee recruitment site. An online demonstration can be found at www.advantagehiring.com. The demonstration walks the user through the Net-Interview software, as well as a number of other services offered by Advantage Hiring (see Fig. C.4). Recruitsoft.comis an application service provider (ASP) that offers companies recruiting software on a pay-per-hire basis (Recruitsoft receives a commission on hires made via its service). Recruiter WebTop is the company s online recruiting software. It includes features such as Web-site hosting, an employee-referral program, skill-based resume screening, applicant-tracking capabilities and job-board posting capabilities. A demonstration of Recruiter WebTop s Corporate Recruiting Solutions can be found at www.recruitsoft.com/process. Other online recruiting services include Hire.com, and Futurestep.com . The Internet also provides employers with a cost-effective means of testing their prospective employees in such categories as decision making, problem solving and personality. Services such eTest help to reduce the cost of in-house testing and to make the interview process more effective. Test results, given in paragraph form, present employers with the interested individual s strengths and weaknesses. Based on these results, the report suggests interview methods, such as asking open-ended questions, which are questions that require more than a yes or no response. Sample reports and a free-trial test can be found at www.etest.net. Employers and job seekers can also find career placement exercises at www.advisorteam. net/User/ktsintro.asp. Some of these services require a fee. The tests ask several questions regarding the individual s interests and working style. Results help candidates determine the best career for their skills and interests.
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1296 Career Opportunities Appendix C C.3.2 Problems with Recruiting on the Web The large number of applicants presents a challenge to both job seekers and employers. On many recruitment sites, matching resumes to positions is conducted by resume-filtering software. The software scans a pool of resumes for keywords that match the job description. While this software increases the number of resumes that receive attention, it is not a foolproof system. For example, the resume-filtering software might overlook someone with similar skills to those listed in the job description, or someone whose abilities would enable them to learn the skills required for the position. Digital transmissions can also create problems because certain software platforms are not always acceptable by the recruiting software. This sometimes results in an unformatted transmission, or a failed transmission. A lack of confidentiality is another disadvantage of online career services. In many cases, a job candidate will want to search for job opportunities anonymously. This reduces the possibility of offending the candidate s current employer. Posting a resume on the Web increases the likelihood that the candidate s employer might come across it when recruiting new employees. The traditional method of mailing resumes and cover letters to potential employers does not impose the same risk. According to recent studies, the number of individuals researching employment positions through traditional means, such as referrals, newspapers and temporary agencies, far outweighs the number of job seekers researching positions through the Internet.9 Optimists feel, however, that this disparity is largely due to the early stages of e-business development. Given time, online career services will become more refined in their posting and searching capabilities, decreasing the amount of time it takes for a job seeker to find jobs and employers to fill positions. C.3.3 Diversity in the Workplace Every workplace inevitably develops its own culture. Responsibilities, schedules, deadlines and projects all contribute to a working environment. Perhaps the most defining elements of a corporate culture are the employees. For example, if all employees were to have the same skills, same backgrounds and the same ideas, the workplace would lack diversity. It also might lack creativity and enthusiasm. One way to increase the dynamics of an organization is to employ people of different backgrounds and cultures. The Internet hosts demographic-specific sites for employers seeking to increase diversity in the workplace. By recruiting people from different backgrounds, new ideas and perspectives are brought forth, helping businesses meet the needs of a larger, more diverse target audience.10 Blackvoices.com and hirediversity.com are demographic-specific Web sites. BlackVoices , which functions primarily as a portal (a site offering news, sports and weather information, as well as Web searches), features job searching capabilities and the ability for prospective employees to post resumes. HireDiversity is divided into several categories, including opportunities for African Americans, Hispanics and women. Other online recruiting services place banner advertisements on ethnic Web sites for companies seeking diverse workforces.
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Appendix C Career Opportunities 1295 WebHire 8 Designed specifically for recruiters and employers, WebHire is a multifaceted service that provides employers with end-to-end recruiting solutions. The service offers jobposting services as well as candidate searches. The most comprehensive of the services, WebHire Enterprise, locates and ranks candidates found through resume-scanning mechanisms. Clients will also receive a report indicating the best resources for their search. Other services available through the WebHire Employment Services Network include preemployment screening, tools for assessing employees skill levels and information on compensation packages. An employment law advisor helps organizations design interview questions. WebHire Agent is an intelligent agent that searches for qualified applicants based on job specifications. When WebHire Agent identifies a potential candidate, an e-mail is sent to the candidate to generate interest. WebHire Agent then ranks applicants according to the skills information it gains from the Web search; the information is stored so that new applicants are distinguished from those who have already received an e-mail from the site. Yahoo! Resumes, a feature of WebHire, allows recruiters to find potential employees by typing in keywords on the Yahoo! Resumes search engine. Employers can purchase a year s membership to the recruiting solution for a flat fee; there are no per-use charges. Job Seeker s Criteria Position (responsibilities) Salary Location Benefits (health, dental, stock options) Advancement Time Commitment Training Opportunities Tuition Reimbursement Corporate Culture Fig. C.3 List of a job seeker s criteria. Boston Herald Job Find (www.jobfind.com) also charges employers to post on its site. The initial fee entitles the employer to post up to three listings. Employers have no limitations on the length of their postings. Other Web sites providing employers with employee recruitment services include CareerPath.com, America s Job Bank (www.ajb.dni.us/employer), CareerWeb (www.cweb.com), Jobs.com and Career.com.
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1294 Career Opportunities Appendix C Employers can also use the site. HR Vault, a feature of Vault.com, provides employers with a free job-posting site. It offers career-management advice, employerto- employee relationship management and recruiting resources. Vault.com: Finding the Right Job on the Web4 (Cont.) e-Fact C.1 According to Forrester Research, 33 percent of today s average company s hiring budget goes toward online career services, while the remaining 66 percent is used for traditional recruiting mechanisms. Online use is expected to increase to 42 percent by 2004, while traditional mechanisms may be reduced to 10 percent.5 Generally, jobs posted online are viewed by a larger number of job seekers than jobs posted through traditional means. However, it is important not to overlook the benefits of combining online efforts with human-to-human interaction. There are many job seekers who are not yet comfortable with the process of finding a job online. Often, online recruiting is used as a means of freeing up a recruiter s time for the interviewing process and final selection. e-Fact C.2 Cisco Systems cites a 39 percent reduction in cost-per-hire expenses, and a 60 percent reduction in the time spent hiring.6 C.3.1 Posting Jobs Online When searching for job candidates online, there are many things employers need to consider. The Internet is a valuable tool for recruiting, but one that takes careful planning to acquire the best results. It provides a good supplementary tool, but should not be considered the complete solution for filling positions. Web sites, such as WebHire (www.webhire. com), enhance a company s online employment search (see the WebHire feature). There are a variety of sites that allow employers to post jobs online. Some of these sites require a fee, which generally runs between $100 $200. Postings typically remain on the Web site for 30 60 days. Employers should be careful to post to sites that are most likely to be visited by eligible candidates. As we discovered in the previous section, there are a variety of online career services focused on specific industries, and many of the larger, more comprehensive sites have categorized their databases by job category. When designing a posting, the recruiter should consider the vast number of postings already on the Web. Defining what makes the job position unique, including information such as benefits and salary, might convince a qualified candidate to further investigate the position (see Fig. C.3).7 HotJobs.com career postings are cross-listed on a variety of other sites, thus increasing the number of potential employees who see the job listings. Like Monster. com and jobfind.com, HotJobs.com requires a fee per listing. Employers also have the option of becoming HotJobs.com members. Employers can gain access to HotJob s Private Label Job Boards (private corporate employment sites), online recruiting technology and online career fairs.
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