Australian Job Board Statistics measuring the total unique browsers during December 2009. Data source - Nielsen NetRatings. SEEK 3.064m, CareerOne 1.282m, MyCareer 1.087m
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This weeks Christmas job ad title winner goes to Smaart Recruitment with "Jingle bells, jingle bells, jingle all the way to the bank!! Temps, we need you!"
Runners up...
Practice Nurses - Santa has sent the perfect role!
ASSISTANT MANAGER- GIVE YR CAREER A GIFT 4 XMAS!!
Sales Agents and Sales PA's - Ho Ho Ho Santa Has A Great Career Present For You!
Santa is granting new years wishes!
NEW YEAR - NEW CAREER
Ho Ho Ho! Temp Administrators cash up Christmas & the New Year! Inner Locs!
Merry Christmas and a Happy New Year in your new fabulous role!
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Over the past month, I have been trying out a new product that was released to the Australian marketplace called Interview Gold. The product takes a unique approach to interview preparation which combines a fast track interview skills course with video practice interviews and interactive mock interviews.
In my position, I get to play with a lot of new products (thanks everyone). The reason for the review of Interview Gold is because it identifies and improves an often overlooked part of the recruitment process - preparing the candidate for an interview.
We all know how important the candidate-client interview is, and if the candidate performs poorly, the chances are they will fail and not get the role. It is often a very time consuming and often frustrating part on both sides to prepare the candidate for an interview. Am I giving the candidate the right advice? Are they listening?
As recruiters, career coaches, trainers, etc we can only do so much in the time we have available we can now outsource this time consuming training to someone else. The product enables candidates to complete job-specific interview training online and recruitment consultants to review the performance of their candidates to ensure they are ready for interview. It ensures candidates perform at their best at interview, leading to higher placement rates.
By using the system, candidates can know what to expect, the questions they will ask and what to say and do to win the job offer. Kate Southam, editor at CareerOne also wrote a review of the product last month focusing on the candidate front end.
From my point of view and expertise in the industry, I wanted to look at it from the recruiter’s side. Would using the product increase the consultant’s productivity? Obviously yes, but is the consultants workload increased?
All the recruiter needs to do is log into the system and add the candidate’s details - first name, last name and email address. An email with login details is automatically generated and sent to the candidate for them to step through the training program. The recruiter can follow up on the candidate’s progress through the training program and provide feedback on the mock interview questions. You can then record (copy/paste) the results of the training session back into the recruitment database.
Now you can have some peace of mind that the candidate is more prepared for the interview than before.
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Cheryl Morgan (10:45pm Wednesday 23 December 2009)
Hi,
Thanks for this article. Interview Gold is an interesting service and I definitely agree with the logic behind its launch.
At Jobsite we launched BeMyInterviewer in Feb 2008 to help candidates better prepare for interview. It's an interactive video based website, which enables job seekers to practice for interview with real business bosses. We've got interviewers on there from organisations such as Sky, Virgin Atlantic, O2, RAF, Shell, the Royal Marines etc.
Whilst this was primarily launched from a candidate perspective we also encouraged recruitment agencies to use it with their candidates so that they could perform better at interview. We found that many didn't offer any interview assistance, which is surprising considering that the candidates performance at interview directly relates to the placement fee for the recruiter.
We're continually growing BeMyInterviewer to have an interviewer from all sectors. The candidates can also search for questions by topic e.g. killer questions, selling yourself, experience.
What I think is really interesting about Interview Gold is the recruiters ability to review the candidates performance. I'll be watching the uptake of Interview Gold as I'm intrigued to see the levels of recruiters who proactively take responsibility for coaching their candidates through interview.
Morgan Stanley has released the latest Mobile Internet Report studying innovations in technology. If you have a spare few hours, you can read the full 400+ page report, or browse through the presentation slides. Mobile internet is not a fad and the recruitment industry should take note. Most day-to-day recruitment programs are desktop based which requires costly overheads and resources. Recruitment systems, job boards and career websites should become mobile optimised to take full advantage of this growing medium.
Innovation in technology – and the creation (and destruction) of wealth in its wake – follows a pattern. As each new computing cycle unfolds, roughly once a decade, the number of devices and users rises by a factor of ten. From mainframe to minicomputer, PC, desktop Internet, and now the mobile Internet, more and more people benefited from faster processing power, better user interfaces, smaller form factors, lower prices, and expanded services.
The key takeaways from the report are...
Material wealth creation / destruction should surpass earlier computing cycles. The mobile Internet cycle, the 5th cycle in 50 years, is just starting. Winners in each cycle often create more market capitalization than in the last. New winners emerge, some incumbents survive – or thrive – while many past winners falter.
The mobile Internet is ramping faster than desktop Internet did, and we believe more users may connect to the Internet via mobile devices than desktop PCs within 5 years.
Five IP-based products / services are growing / converging and providing the underpinnings for dramatic growth in mobile Internet usage – 3G adoption + social networking + video + VoIP + impressive mobile devices.
Apple + Facebook platforms serving to raise the bar for how users connect / communicate – their respective ramps in user and developer engagement may be unprecedented.
Decade-plus Internet usage / monetization ramps for mobile Internet in Japan plus desktop Internet in developed markets provide roadmaps for global ramp and monetization.
Massive mobile data growth is driving transitions for carriers and equipment providers.
Emerging markets have material potential for mobile Internet user growth. Low penetration of fixed-line telephone and already vibrant mobile value-added services mean that for many EM users and SMEs, the Internet will be mobile.
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Interesting article Thomas. We're certainly getting asked about it more and more from our clients and prospects about being able to access Bond Adapt on Blackberry's and iPhones. We are currently in the process of developing an Adapt for iPhone application that naturally, we're very excited about. Can't say too much regarding timescales at the moment as that decision, is partly out of our hands.
Thank you for bringing this excellent research to the attention of the recruiting community. Using cell phone text messaging, mobile web sites, and other components of mobile marketing has become mainstream in both the worlds of consumer and employment marketing.
The interest level in the latter is so high that I've been asked to speak to it at the annual conferences of the Mountain Pacific Association of Colleges and Employers, National Association of Colleges and Employers, Canadian Association of Career Educators and Employers, and Society for Human Resource Management. CollegeRecruiter.com was one of the first job boards to help its employer clients reach their targeted candidates through cell phone text messaging and it is quite rewarding to me to see this innovative channel go mainstream.
Very good article on the subject Thomas. Here at 4MAT, we've decided for the moment that the advantages of mobile site development outweigh that of device specific apps. As with many other providers in our position, we are getting a lot of interest from clients regarding mobile enabling their sites and as such have developed standarized mobile add-ons to our market leading dotVacancy3 product.
HTML 5 is an interesting path to pursue which we have looked at. Since WebKit (which is used by a number of mobile browsers including iPhone and Android) incorporates a lot of HTML 5 features, it is definitely a promising route to follow. However full support is potentially a while off yet, since full sign-off of the standard may well not be until 2020 (according to the editor of specification). But as is often the case, browsers are likely to push ahead anyway, and I'm confident it will be very much in widespread use well ahead of those timescales.
Over the past few years, the New Zealand government has been working on a single all-of-government logon service (igovt) and identity verification service (IVS). This will allow users to use the same logon details to access all participating government service provider's online services.
The government has predicted that igovt would deliver benefits worth between $641 million and $1.37 billion over 10 years by avoiding duplicated identity verification systems and making it easier for agencies to put more services on the web.
The first part of igovt the igovt logon service was introduced in 2007 and lets people access services provided by agencies through a shared logon system that allows a single username and password. You can read through the business cases and technical specifications here.
The second component, the "identity verification service" (IVS) has now been released and is designed to give Government agencies a high degree of confidence that people who have obtained a logon are who they say they are.
The New Zealand government jobs portal http://jobs.govt.nz has implemented the igovt logon system for both job seekers and advertisers to use. This allows users to use their existing igovt logon to access the job site.
If you do not have an igovt account, the process is straight forward. First you fill out the standard registration fields and answer a number of verification questions. Easy, then you have created your igovt username and password.
From one side of the fence, implementing the logon system is a no-brainer for me. Either, the job site has to implement it's own login system (which can add a lot of red tape and can cost $$$) or spend a few thousand dollars to integrate the site with the existing login service.
Reduces costs of logon management to government agencies.
Reduces security threats facing government agencies in using the online channel.
Frees your agency from being involved in logon management and continuously investing in ever changing logon technologies.
Provides benefits of scale, expertise, and adoption of best practices.
Provides convenience and time savings for your agency's users.
Reduces the need for phone or email support through extensive online self-service tools.
Gives inherent compliance with NZ e-GIF Identity Management and Authentication Standards.
Avoids duplication of identity management systems.
Gives your agency affordable access to high-quality authentication methods.
Is a step towards achieving the 2010 Networked State Services Development Goal and the E-government Strategy.
But on the other side, as much as I love the idea of single username/password, I can't help but think governments are missing out on the next generation of public sector workers by restricting, and not integrating with existing protocols such as Facebook Connect, OpenID, etc. See my previous posts on integrating Facebook Connect with your job board and what is OpenID and how can we use it.
If you have a look at the different types of login services provided by other job sites. MyCareer is the only site I can think of, that does not have its own separate user system. Users need to use/create a Fairfax Digital account which can be used across all online sites.
I haven’t even touched on the subject of igovt feeling like a national ID card. We can leave that debate to another day.
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A recent study by Canadian company PEOPLE FROM COSSETTE, made the observation that social media could soon replace email as a means of sharing information. Could it be true? Facebook doesn’t think so and is planning a number of platform upgrades to share the users email addresses. But, could both of these marketing channels together destroy other forms of communication?
The survey by PEOPLE FROM COSSETTE (see slideshow below) found that more than three quarters of the online population uses e-mail to share information they deem important. But the trend favours social media, as one third of Internet users are already publishing this information directly online, compared to 20% last fall only (2008).
Furthermore, Gen Y (those aged 18 to 24) prefers social networks (26%) over e-mail (15%) to share information that is significant. Half of the members use Facebook to stay in touch with friends and 14% use it to communicate with family.
But Facebook has recently announced a series of changes to its platform where email is now a supported channel. Facebook has long hidden the users email address, but will soon allow developers access to the user's verified email address.
Many recruiters rely on application-to-user and user-to-user notifications to reconnect with users, and this communication channel is disappearing.
That means, in order to remarket to users to let them know about new jobs, events, career fairs or promotions, you'll need to acquire users' email addresses.
In the 2010 Marketing Trends Survey by StrongMail. It shows that email and social media top the list of marketing tactics respondents will increase spending on in 2010.
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Thank you for sharing our study Thomas. The Cossette family of agencies appreciates it!
Industry Observer (9:40am Monday 14 December 2009)
You're on the money again Mr Shaw.
Facebook Applications have always been the best way to recruit on the platform. Recruiters who have fan pages, groups and normal profiles have wasted their time and resources.
Bruce Callaway (7:09am Tuesday 15 December 2009)
In a previous role, I dealt with importing and exporting in all regions of the globe and in Asia, MSN was the main communication method. Email was hardly used.
This weeks Christmas job ad winner was found on MyCareer and also displayed in The Sydney Morning Herald. "Calling Blitzen, Dancer and Rudolph" Santa must have been in a rush because he forgot to check his diary.
Runners up...
Santa says "Want a new job by Chrissy?"
Chief of Global Distribution - Once in a Year role
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Gartner Inc have released the 2009 Magic Quadrant for E-Recruitment Software report. The report examines "vendors that have more than 100 e-recruitment software customers with more than 1,000 employees, more than $25 million in total revenue (license, maintenance and services) or both."
As the e-recruitment software market matures, there is more functional parity in recruitment automation. However, customers are starting to move beyond basic recruiting automation toward overall effectiveness. Solutions are evolving to meet the strategies of organizations looking to fulfill their talent acquisition needs. To be most effective, solutions must support industry and geographic needs, as well as handle the challenges facing corporate recruiting departments.
One of the findings that caught my attention was 22% of respondents said that they were using social software functionality from their e-recruiting vendor, whereas 34% had no plans to use social software. During the past year, many vendors have added social-software capabilities, and almost all have it on their road maps.
Gartner's evaluation criteria is based on the company's vision and ability to execute, which includes market understanding, overall viability, innovation, business model, market responsiveness and customer service experience.
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Thomas. Thanks for reading it and blogging about it.
I've got some more research coming out with some case studies on using social software in recruitment. It is a significant trend, but as you so eloquently put it the other day, lets not get totally get carried away.
On the social software capabilites, there are a couple of startups that are doing more innovative stuff than the bigger players.
AS @Thomas says, JaraTech Social Technologies has its principal focus on social networks to deploy the erecruitment services. Big partners are not interested in this area because they have not the technology to develop such a kind of business
There may come a time where you are so immersed in social media you become a wanker. You forget about the real world. Real relationships. A world where you pick up the phone to call a candidate or catch-up with a client for a coffee. For all those who know me, I would rather communicate over the phone than correspond via Twitter.
Social media commentators don't understand the Online Recruitment industry. Forget the hype and talking from the overseas markets, the Australian online recruitment market is not quite shifting yet. Yes, I know there are many recruiters who are finding candidates via social media, but overall the majority of hires is coming from other mediums.
Job seekers USE job boards. In fact, job board traffic is at a all time high. Just have a look at the latest Job Board Statistics for November 2009. Job seekers use job boards because they are a one stop shop to conduct a job search. The latest RCSA survey shows that 96% of Recruiters source Candidates through mainstream Job Boards.
Social media is not a fad, and it is very important for recruiters to understand each of the different types of social media and how they can be used in the recruitment process - a process where you need to automate as much as possible. If not, you are wasting your time and resources. Maybe no one wants to follow your recruitment agency on Twitter?
If you answer yes to any of these, you may be a social recruitment wanker.
At every opportunity you get, you retweet or tweet a "thank you" to your followers with a link back to your blog/website
You have attended more than 1 "social media in recruitment" conferences in the past 12 months
You attend "tweetups"
You are a member of a social media club
Your email signature contains more than 5 contact points - phone, email, web, LinkedIn, Twitter, Facebook
There are a lot of people who think job boards are dying, and will be replaced by social networking sites. Unfortunately, they tend to forget about the underlying dimension of a job board. It is a type of classifieds - like Carsales, Realestate, etc where 2 parties meet - the advertiser and the job seeker.
Last week, Google released the 2009 Year-End Google Zeitgeist for Australia and the 10th most popular search term was SEEK just behind larger more dominant online sites including Facebook, Google and Youtube.
Job boards are already connected with social networking sites. In fact, they are more connected then ever. SEEK was the first to launch a sponsored Facebook group in November 2007 and CareerOne has powered MySpace Jobs since January 2008. Statistics I produced last week show that 45% of the job ad links on Twitter click through to SEEK, followed by 15% to the Recruiter/Employers website and ATS. 35% of the job ad links on Facebook have no URL or email address listed, followed by 20% to the Recruiter/Employers website.
So before you go out and cancel your job board subscription for social media. Start small, dip your toes in the water and give it some time to work. The more channels you are on, the harder it is to control. Remember to measure the ROI and compare the difference.
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Bill Raskin (12:20pm Monday 07 December 2009)
What a refreshing look at the subject. Everyone is still caught up in the hype; just look at last weeks "Recruitment Revolution" conference. A conference that is 18 months too late.
We have been measuring all our marketing mediums for the past 12 months and job boards still come out on top for both number of applications and placement ratio.
Always good to read your blog posts Thomas. Keep up the good work
I have a confession to make. I am a social recruitment wanker.
I went to last week’s conference
I attend many social media tweetups for social media club Sydney
I have no life
Please help me.
Industry Observer (12:33pm Monday 07 December 2009)
Geeze you have some balls. I love it!
There is soo much crap coming from the US and UK markets. Job boards rule and social media will not hurt them at all. Social media sites need classifieds as a revenue stream.
Anon (12:36pm Monday 07 December 2009)
If you use social media in moderation you will not be a wanker. Only use a small number of channels else you become a "recruitment whore". Maybe you could use that term next time.
Social Media rules (12:40pm Monday 07 December 2009)
W as around in recruitment 30 years ago
A m still learning and have..
N early learnt how to Tweet
K an spell Social Notworking (joke)
E ndeavour to listen to clients and candidates
R ead as much as I can - whether a tweet, a paper or a book
There are a couples of very recent blogs totally backing up your thoughts, the first is mine, the second is Greg Savage
Good post. Social media recruitment is just another tool in the online recruiters toolbox. Tons of "low hanging fruit" on the job boards, so why not start there while your social efforts are running in the background?
According to your criteria Thomas I may be a social recruitment wa*ker, not that there is anything wrong with that.
I wonder if you are asking the right question though? eg:
Are recruiters wa*kers?
Are recruiters who only use LinkedIn wa*kers?
Are the job boards wa*kers?
Are people who post on job boards wa*kers?
Are people who post anonymous comments wa*kers?
Are people who don't spell wa*kers in full wa*kers? etc etc
Master Bates (12:48am Tuesday 08 December 2009)
"Keep it clean" you said and you are the one who used the term Wanker! Now that is priceless!
Raymond (1:40am Tuesday 08 December 2009)
People visit the supermarket to buy food
People visit a car yard to look for a car
People visit job boards to find jobs
People don't trust recruiters?
Who has ever heard of job seekers searching YouTube to find a new job? In my recent dealings with recruiters, I have seen many wankers.
I was laughing to myself about your comment "Your email signature contains more than 5 contact points - phone, email, web, LinkedIn, Twitter, Facebook" I couldn't think of a worse way of promoting yourself.
What is the point of having the same comments, conversations, content across all the networks. Surley the message looses value each time you post it on every channel?
The thing with social recruitment is that it doesn't cost anything but time. Last year all in house recruiters had lots of time and no budget. I can imagine that this has helped social recruitment grow. But what happens when these recruiters need to fill 50 in stead of 2 vacancies? will they keep on chatting on twitter with a potential candidate, hoping to trigger him to visit their website? My guess is that they start optimizing they websites and look for traffic generators like http://www.dutchrecruitmentportal.com to get as much reactive traffic as possible and if this isn't enough, the recruitment agencies will get their chances again. The role of social media can still be useful to inform potential candidates once they have shows interest in the company.
Louise Hale (5:05am Wednesday 09 December 2009)
The pen is mightier than the sword (they say) and the spoken word mightier still. Thankfully we can choose either or both these days and thankfully a phone approach conversation is not a dying art form. Is it??
Thanks Thomas, I think this is the first post I've read on social recruiting that I found interesting! I think most of us understand social media is great, but with all the hype its refreshing to hear someone be realistic about its limitations with recruiting.
while im biased as i run some job boards, i think that we will see linkedin as the main social recruitment service along with job boards and recruiters own databases. who has the time to tweet, etc...I have been monmitoring social media closely and feedback from "power" SM recruiters is that they dont get any placements or v few but enjoy using the medium...ie get to rub their own ego's and its free.
Good point above re when market picks up, who will have the time....
job boards are ready for their next level....better technology, more focussed advice.
Ah people, what can I say. Thomas I don't know what intention you had for this post but something quite ironic has stuck out to me. Whilst there are many things I could say to those people above who provided negative comments regarding social media as a recruitment tool the craziest thing is Thomas has actually highlighted how effective Social Media is.
You see for those who understand truly how powerful social media is and can be for your business, you will know that Blog's generate more business traction then any other form. The reason being is that they are informative, personal, engaging the list goes on and on.
So for those who have made a negative comment regarding Social media consultants (which Thomas is one of himself) or saying that it is a limited tool and just all hype you have you are in face the wankers. This is a blog and you have felt compelled to engage with Thomas and his business. You now like him and might even want to work with him moving forward.
Justin....Traffic from social media sites - Twitter, Facebook, LinkedIn etc to the blog is less than 10%. The main traffic source to the blog is via search engines and our weekly email newsletter.
Industry Observer (9:47am Monday 14 December 2009)
Who is this Justin guy?
post jobs lover (8:23pm Monday 14 December 2009)
What ever happened to those consultants pushing Second Life? LOL
Can you look into the relationships between job boards and advertising agencies? I reakon you might find a ripper of an article on dodgy business practices.
Moderate social media user (12:27am Monday 21 December 2009)
I do think there is a danger of getting too immersed in the subject of social media/recruitment. There seems to be a gravy train (or a social media circus if you will) of a few self-designated gurus doing the rounds as speakers, conference attendees and radio show hosts/guests, eulogising and philosophising about what might be in store. It's interesting, but you can get too much of a good thing, even wanking!
Michelle (11:43am Monday 21 December 2009)
Thank you! Lets just all grasp that Social Media is an additional resource which is gaining momentum - yes; but will not make every other medium obsolete. Snail mail is still around and what was the predictions when e-mail first came about?
somaie (9:29pm Friday 01 January 2010)
Often we forget the little guy, the SMB, in our discussions of the comings and goings of the Internet marketing industry. Sure there are times like this when a report surfaces talking about their issues and concerns but, for the most part, we like to talk about big brands and how they do the Internet marketing thing well or not so well.
www.onlineuniversalwork.com
Simon Taylor (11:42pm Tuesday 05 January 2010)
Ok, I hate the Snake Oil types as much as the next guy but...
"You attend "tweetups" " - That makes someone a wanker? Knowing your community is networking. Same as any conference, just more human.
Brad (11:05am Wednesday 06 January 2010)
Crap. I should have read your blog post before we engaged a someone to help with our social media strategy.
You know the company I am talking about. Complete waste of time and resources.
Well done on posting this. It's true, in Australia if your job is not listed on SEEK you will have little chance of finding candidates.
J (3:47pm Thursday 10 June 2010)
I thought you were a wanker the first time we met when you tried to setup a Facebook App for us, but now realise you are smarter than the rest.
I don't know any social media 'gurus / consultants / evangelists / wankers' that would deny that SEEK is almost essential to a recruitment agency, unless you’re purely head hunting. We've filled 25% of our jobs last FY through social media, Linkedin being the most effective SM tool for us. But in almost all of those scenarios, the phone was the key to securing the talent and the social media was the source. Of the remaining 75%, more than half is SEEK. I use social media for recruitment, branding, marketing, learning and engaging with our target audience. You might even call me a fan of social media, but I own shares in SEEK (they’ve doubled in price for me in the past year) and I’ll continue to hold the shares. They’re onto a very good thing at SEEK and they’re not going anywhere any time soon. I don't think it is, or ever will be, job boards versus social media. Everyone is and will continue to use both, with the social media side being used as way to gain an edge on your competitors and a way to engage with your target audience without having to sell to them; a powerful marketing tool I believe. BTW, what’s a tweetup? Am I a wanker for not knowing?
I was interviewed on the subject of social media in recruitment recently. The video is on our blog
frustrated jobseeker (1:27pm Tuesday 31 August 2010)
WOW!!
What a waste of time and effort and now I realise that as a recent jobseeker my theory that all recruiters are wankers is completely true. I have used many mediums to search for the right position so firstly why limit yourselves in addition I always wandered in this age of technology, why it is not possible to get a simple reply from recruiters or HR departments that my application of which I painstakingly took time to write and adapt for each job had been received. Now I realise the answer, because recruiters instead are spending the time they could send a generic email to applicants arguing on blogs or surfing networking sites.
It's that time of the year again where recruiters try to come up with the most creative, witty and funny job advert titles. This week, the award goes to The Warehouse in New Zealand with "Dear Santa. All I want for Christmas are some Team Leaders, please."
Runners up...
Sales and Support Specialist Get your new job wrapped up for Christmas!
Christmas Is Coming...Get Temping Now!!
A NEW JOB on your Wish List this Christmas???
Jingle bells, jingle bells, jingle all the way!!
All I want for Christmas is you! - Managers required for well known labels...
Picture yourself having a White Christmas this holiday season?
Ho Ho Ho! Temp Receptionists cash up for Christmas
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Aylin (4:03pm Monday 07 December 2009)
What about....
'We wish you a merry christmas and a happy new career'
'Make your merry way this Christmas into a new opportunity at '
or...
'Santa isn’t recruiting for workers this year but we are!'
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The first part of igovt the igovt logon service was introduced in 2007 and lets people access services provided by agencies through a shared logon system that allows a single username and password. You can read through the business cases and technical specifications here. 
Furthermore, Gen Y (those aged 18 to 24) prefers social networks (26%) over e-mail (15%) to share information that is significant. Half of the members use Facebook to stay in touch with friends and 14% use it to communicate with family.
Thanks for this article. Interview Gold is an interesting service and I definitely agree with the logic behind its launch.
At Jobsite we launched BeMyInterviewer in Feb 2008 to help candidates better prepare for interview. It's an interactive video based website, which enables job seekers to practice for interview with real business bosses. We've got interviewers on there from organisations such as Sky, Virgin Atlantic, O2, RAF, Shell, the Royal Marines etc.
Whilst this was primarily launched from a candidate perspective we also encouraged recruitment agencies to use it with their candidates so that they could perform better at interview. We found that many didn't offer any interview assistance, which is surprising considering that the candidates performance at interview directly relates to the placement fee for the recruiter.
We're continually growing BeMyInterviewer to have an interviewer from all sectors. The candidates can also search for questions by topic e.g. killer questions, selling yourself, experience.
What I think is really interesting about Interview Gold is the recruiters ability to review the candidates performance. I'll be watching the uptake of Interview Gold as I'm intrigued to see the levels of recruiters who proactively take responsibility for coaching their candidates through interview.
Thanks,
Cheryl