Attention all you recruiters out there. We want your input.
webJobs has been used by many of you out there and we’ve had many more ask how it can be used in the recruitment field. Your needs vary depending on size, goals, and so many other factors. We want to hear about them.
- What benefits do you see in using webJobs to source candidates?
- How do you see webJobs fitting into your recruitment objectives?
- What features in webJobs could be tailored better to suit the recruitment market, rather than the general job board market?
- What features would you say are “must haves” that webJobs currently doesn’t have?
Due to your strong interest, we’re seriously considering building recruiter-specific features, plugins, or maybe even an entirely new product if necessary.
Sound off below (leave your e-mail, it’s always private) and we’ll personally contact you first with developments!
{ 7 comments… read them below or add one }
reed.co.uk offers some very nice features for recruiters.
i would say remove the employer stuff. and then the start page would be different where you could tell a little about the company but also have the search launch there but not all the listings .
I have made the following changes to the site, because it was lacking in a lot of ways. There were also a lot of errors in the programming code, so a lot of mistakes had to be corrected.
1. Built in reports so you can send files to clients. I have a report with all my job seekers that I send to my customers.
2. Inbox so you can communicate to your job seekers.
3. A profile button so job seekers and employers can view their profiles.
4. A search engine so you can view employers that are on the site.
A good place to start is akken.com re: the type front and back end features recruiters rely on daily (e.g direct job order request by employers etc.)
Thanks for the suggestions guys, keep ‘em coming!
A theme for recruiters, employment agencies etc., would be a simple start, ( without lastest job listings on the home page).
While adding the job: Make it simple, Busy recruiter does not have time. They have to post 10 jobs in 10 minutes. dice.com ask you to enter telephone code and zipcode, who has time to find that in a busy day?
While Searching job: search by rate/location/Duration/skills/Client/startdate/Certifications/Fultime(parttime)/No of people applied/Jobposted time,date, country.
Sort the above field, alphabetically, numerically, ascending, decending, filter.
While adding candidate: upload MSword resume, search on resume, upload multiple resumes, profile page.
Searching candidate: name/phone/email/location/relocation/visa/availabledate/certifications/posteddate/hisemployer if its agency/rate/remarks
search the resumes, sort the resumes, filter the resumes, communicate the resumes/crowdmarkting(10star higher).
see cbizsoft website for the look and feel. This is the best applicant trackign system from last 10 years consitently. Grand father to Akken. No one beats them so far. Their drawback is, they dont have web edition. Every company, Every recruiter want your software, because of your affordability, but no one coming to you since, for us its look like too beginning. like a start up. we need more features. we dont need a ocean of features. but pivotal features which are life for recruiter. For example, if you dont have altenrative phone no field for recruiter or scratchpad against candidate, then no matter how best your system, recruiter dont use it.
Your job posting i like it.
Your candidate resume adding should be more comprehensive.
employer directory missing
http://seeker.dice.com//employerDirectory/servlet/EmployerDirectory?op=1000&firstChar=A
ifyou have the above then you are number one.
venu