As reported in the news yesterday, Australian hosted recruitment software provider, RecruitAdvantage faced a denial of service (DDoS) attack on their online software. The SaaS product (TurboRecruit) was subsequently slowed down and taken offline.
Unfortunately, customers around the country were unable to create, edit or post job advertisements, or work on the candidate records. Jobseekers were unable to apply for any vacancies whose job postings lead to the online recruitment software.
The goal of any DoS (Denial of Service) attack is to cripple a web site, either temporarily or permanently, so that the web site can no longer respond to legitimate connection requests. DoS attacks are much easier to accomplish than remotely gaining administrative access to a target system.
A DDoS (Distributed Denial of Service) attack occurs when multiple systems overwhelm the bandwidth of a particular target simultaneously. The computers behind such an attack are often distributed around the world and will be part of what is known as a botnet.
The main difference between a DDoS attack versus a DoS attack, is that the target server will be overload by hundreds or thousands of requests compared to just one attacker in the case of a DoS attack. Therefore it is much, much harder for a server to withstand a DDoS attack as opposed to the simpler DoS incursion.
Symantec have produced a video which explains the process in easy to understand language.
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Have you ever wondered why some job boards display expired (or archived) job ads online? I have always been a believer that expired job ads SHOULD NOT be displayed, but others may have you believe that expired job ads are good for your SEO.
Yes, it may increase the number of pages available for search engines to index. But this black hat SEO trick will only discredit your site in the long run. It can also have the reverse effect on your search engine performance - expired job ads may show higher than your active content.
Have you ever stopped to think about the problems this causes for job seekers, and not to mention your brand? Expired job ads should not be displayed because...
It wastes the job seekers time
It gives the job seeker a false sense of hope
Could be used against the advertiser/job board for 'misleading advertising'
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Peter (11:32am Monday 16 November 2009)
Some good points Thomas, however, there is a positive to leaving jobs up after they have been filled. Call it the glass half full perspective.
The glass half-full
+ Can be used as good research material for the jobseeker:
- Indication to see if the company has high staff turnover (Same job being re-advertised 1 month later)
- Indication how fast the company is growing (Number of jobs offered and filled in the past)
- The jobseeker can use filled positions to compare breadth of other identical jobs and pay from other companies
Other benefits are not related to the jobseeker directly.
+ Can be good industry research for media houses reporting on number of jobs and job rate uptake. If SEEK left every job on their site then given they cover such a large part of the Australian market you could get some great stats on uptake by industry, position and location.
Transparency
I think it is important to say that job boards would have to be upfront and ensure that the filled jobs were clearly marked in their own separate section of the site. This would go along way to making sure that the boards don't count filled jobs as 'live' jobs on their site. If this isn't done then the negatives outweigh the positives.
Get real
Let's get real though, the likelihood of any of the majors doing this is slim as most use this type of information to generate PR articles they release to press or in some cases they charge their customers for this information. More often than not they use this information to direct their own strategic direction in finding more advertisers.
Interesting topic.....
Industry Observer (1:40pm Monday 16 November 2009)
Well done Thomas, nice to see you are keeping it real with the big boys. The end result... no one wins by leaving expired job ads online. The negatives out way the positives. Take the ads down.
Good points Peter - although I believe there is validity for taking them down - PS who is industry observer???
Peter (2:08pm Monday 16 November 2009)
Industry Observer,
Will you ever add a comment to any blog that contributes positively to the industry as a whole, rather than write blanket statements like "No one wins by leaving expired ads" and "keeping it real with the big boys"? What do those statements actually mean?
I did work at JJJ, not that anyone actually cares, not the didge so get you facts straight. So who are you again?
Hi Peter, you bring up some good points re: job ad research. The only good example of expired jobs ads I can remember is at http://www.counciljobs.com/AdsArchive.asp Unfortunately you need to be a registered advertiser to view the archive.
Industry Observer.. always a pleasure to have your input.
Mark... long story. I'm sure someone will be able to fill you in. You should be able to find some cached pages on Google.
Peter (2:40pm Monday 16 November 2009)
Thanks Thomas it is a good topic. Probably worth noting that before the age of the online job board you could get copies of past ads by getting old papers or magazines (if you could be bothered). So really it should not be an issue, it is more about how the online advertisers treat the past ads (make sure they don't include them in with the live ads etc..)
Its pretty simple. Jobseekers HATE ads that aren't for real jobs.
So does the ACCC.
Peter (3:47pm Monday 16 November 2009)
Carey could not agree more if you place your expired ads in the current listings section and allow people to assume they can still apply. As I stated however, If they are clearly marked as past ads (and placed in a different section) the ACCC would not care because they would not be considered "misleading or deceptive" in this format. In fact if you look at the ACCC website (a link I got from SEEK.com.au) it does not have a specific section on job advertising it only refers to it within the general treatment of any ads being seen by the recipient as "misleading and deceptive".
Peter (5:03pm Tuesday 17 November 2009)
Thomas maybe what we should be discussing is not those job boards that leave filled ads up but those that allow trawling ads to remain on their websites? It would be fair to say that all the job boards do it to some degree.
So what strategies do they have in place to control these advertisers and do they actually remove trawling ads once identified or leave them there so they get the revenue?
Taking previous points further - I think job hunters hate trawling ads as much as, if not more, than expired ads.
Good point Peter. Trawling ads are a bigger problem and anger job hunters far more. Generally speaking, I'd say trawling ads are allowed to slip under the radar by most jobs boards.
My understanding, from discussions with all major job boards is the matter is taken very seriously. Advertisers are warned, and most job ads are screened by humans before being displayed. There are "report job" functions available on some job boards if the job seeker believes the there are problems with the ad.
"Expired job ads" vs "Trawling ads" are different. Job boards can control how/if they display expired job ads. On the other hand, it is not up to the Job Board to police each individual job advert being provided by the advertiser.
FYI, here is a email extract from one of the job boards last month...
"We do have a very strictly enforced set of rules that underwrite our promise to jobseekers. We use these rules to remove ad content and advertiser accounts. We have more than one team of people dedicated to enforcing compliance with our advertising standards. We remove hundreds, sometimes thousands, of ads per week for non-compliance with terms and conditions, ACCC guidelines and our jobseeker commitments."
Bob (3:12am Wednesday 18 November 2009)
There is no ethical excuse for advertising a vacancy that has already been filled. I think it's actually illegal in the UK to do so. However hard job boards try, some recruiters persist in this kind of practice.
Christina (8:50am Wednesday 18 November 2009)
I'm sorry, I don't mean to be a negative nancy but I have to share my feelings about Peter's comment on Monday and here is why:
I’m sorry I don’t see the glass half-full situation here and here is why:
“The glass half-full"
-Can be used as good research material for the jobseeker:
I don’t see how “filled” jobs are going to help be good research for a job seeker that they can’t find out through other means, networking, and good old fashion research. But leaving closed jobs open I don’t see how that helps a person searching for job.
-Indication to see if the company has high staff turnover (Same job being re-advertised 1 month later)
If a position is going to have high turn over that is probably an internal problem and needs to be addressed internally and not through a job board posting. That is better networking with the hiring team and recruiting team.
- Indication how fast the company is growing (Number of jobs offered and filled in the past)
Again, number of jobs, and growth can be found in other area’s verse leaving a closed job open.
-The jobseeker can use filled positions to compare breadth of other identical jobs and pay from other companies”
And the last comment I’m totally lost, because 90% job online job postings do not put salaries, so that is not good research, again and last time I will bring this up (WINK) there are other ways to research a company and other ways to learn about cost of living in an area and salaries based on that business line, etc….
Peter (10:57am Wednesday 18 November 2009)
Christina,
Eveyone is entitled to their comments and I respect your point of view. However, I would really appreciate if you read my comments again becuase I DO NOT advocate leaving filled jobs within live listings as you state. I quite specifically state they need to be classified into their own SEPRATE section and clearly marked. I do not advocate leaving the functionality to apply for these old jobs. So given you have not read my comments correctly this pretty much discounts your first point. Please, please read the comments before you draw a opinion aboput what is written.
I do not understand your second point. As a job hunter if there is a job that has been advertised regularly, internal problem or not I would be cautious about working there. Further on this if this highlights an internal problem within a company then that is enourmously valuable to those who are looking for employment in that company. At the very least it prompts the job hunter to ask the question in the interview process. In my opinion this is a valuable and worthwhile question to ask and be aware of. Most employers would perceive anyone asking this question as well researched. It would seem to me this is one of the very limited ways of finding both these bits of information out, sources on this information about a company are very very limited.
Next point is similar. Please please read my comments thoroughly. I do not advocate leaving closed jobs open (repeat). I am also not saying that you should only rely on this type of information, however to say it is not valuable in understanding growth in a company is a little naive. It is also not full proof but it certainly lets you know which company (and even department) is growing strongly. Again it certainly prompts you to ask the right question in an interview process. If a company has been employing a whole range of marketing jobs i=over the last 3 months (in otherwords an entire marketing department) you are immediately prompted to ask questions such as;
(1) Is the company marketing lead?
(2) Does the company value marketing?
(3) Is there an issue with the company valuing marketing as a function etc..
I actually agree with you on the last point, there are other ways to establish salaries. There are already a myriad of research tools and online tools that can give you this information, but here is a thought. None of those studies tell you what the level of responsibilities, level of staff management and culture etc. are associated to that specific job. These tools give you the Avergae Salary and nothing more than a job title to evaluate it against. An example: A marketing manager at BHP has completely different responsibilities and accountability than one at say, Seven Eleven. The current tools would tell you they are both the same salary level.
Now if consider that more an more job boards are placing salary band functionality on their websites, then it becomes easier to get a gauge of the salary level and now, as you have the old job description in front of you for that company, you can match the functions, responsibility and accountability of the job more closely.
Again, I would never rely on one bit of information for anything and I have not said that in anything I have written. All I said was there is some merit (glass half full) in having filled jobs, classified separately, on a job board. As you don't read my comments I guess what I am saying is while there are definitely some negatives I simply don't see it all negative which is what you are saying. I am an optimist and firmly believe there is value in everything its just a matter of perspective.
Christina (12:22am Thursday 19 November 2009)
Peter, lets just say I see your point, I do, and yes I read your posting, both of them! However, to think there is going to be some system that will let you go look at closed jobs vs open jobs on a internet job board, I just don't see that ever happening. It boils down to the recruiters and management to remove the jobs from the internet in a timely manner once a position is filled. Oh and trust me, I am a very "positive" person, but currently being on both sides of the fence, a contract recruiter trying to attract talent, and losing her job shortly, searching DAILY for work, yes I am 'frustrated" or "negative nancy" when it comes to seeing jobs that have been up for weeks and months and no responses and seeing them be refreshed, etc....Boy that might have been one run on sentence, but on that note, I must get back to the job I have currently! Happy Wednesday! C
I first noticed this with mycareer – they have been displaying old adverts with the recruiter contact details taken off - thus increasing traffic and SEO to the site - the surfer is then redirected to click relevant / similar jobs on the website.
This is an interesting concept - as you can still have old adverts 'archived’ then redirect the user to similar live roles – thus negating some of the issues listed above.
We implemented a similar process on our own website – we archive old adverts according to date then use a Similar / Related Posts function to display adverts that are only 0-2 months old next to the old adverts. Related posts are only displayed next to our ‘Jobs Listings’ and are keyword matched – thus allowing a user to see related new adverts even if they happen to be browsing the old adverts. If they happen to find an advert from 6 months ago via Google – they can still view that advert – as well as see related adverts that are newer. On all our pages we also list the recent jobs (0-30 days) (none-related).
I think old adverts are fine if the job post ‘date’ is obvious – in a similar way to old news stories archived on SMH and the BBC News – as long as the user ‘knows’ how old the post is they can make an educated guess that it is an old job post – yet still find similar roles that are current.
Furthermore many News websites display related (new) stories next to the old news stories – and this is what we have attempted to do at CITI Recruitment.
Finally – we aligned Google analytics to every job post on the website (old and new) – and can quickly see if anyone has visited the (archived) old job posts – and where they went from there.
From a business perspective this is great as we know where people are coming from, what they are searching for and more importantly the exit rate – so we can better align our website and adverts to the most number of unique visitors. This also allows us to remove the adverts (old and new) that are not working or attracting the wrong traffic.
Peter (1:47pm Monday 23 November 2009)
Steve,
It is a sensible use of using old jobs. It certainly is a lot better than sticking your head in the sand about the concept of old jobs being useful like some boards do. I am sure you have peaked the interest of a whole lot of job boards who have had a limited view on the use of old jobs. Wouldn't be surprised if you get a few boards following/copying your strategy.
butterfly (3:01pm Saturday 26 December 2009)
Hi Steve,
Recently I spoke with a representative from a company called Apply Direct who was exceptionally helpful in the search for my latest job. The extra information that their site provided made navigating and searching really straight forward with the job searches actually giving me results that matched my search criteria. You apply direct to the company without having to go through an agency.
The results were fast and I had email alerts sent through about jobs daily to keep me up to date on what employers are hiring directly. There are no fake jobs or pyramid schemes. I also noticed during the time that I was looking for this role as jobs expired they were removed from the site, nothing worse than applying when someone is already in the role!! Good luck!
There have been a number of innovative and creative IT job ads recently. Unless you have been snooping on the source code of Trade Me Jobs, you would not have noticed the hidden comment.
In the second example, a company called Trajectory in Canada is specifically targeting Developers. Although the job advert is hard to read (written in JSON), it is specifically targeting job seekers in that niche.
What are you doing to make your job ads stand out from the crowd?
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Earlier in the year I informed readers about the Facebook Marketplace now being powered by Oodle. Now I want to show you how to automatically post your jobs into Oodle for inclusion in the Facebook Marketplace. I recommend Recruiters/Employers use a Multi Posting provider, but if you are technical capable of doing it yourself, here are some instructions.
Please note this feed only applies to jobs listed in the USA, UK, Canada, India & Ireland
The quickest and most reliable way to get your listings into Oodle is to provide them with a data feed. Oodle uses this data to index your listings but not to present them (ie. the search results always link directly to the listings on your site). Oodle strongly prefers XML feeds, although they can accept CSV and tab-delimited text files.
If you are not comfortable in creating a XML feed, you should refer to an earlier article titled Creating a RSS Job Feed for a more detailed example.
Job Fields - Each job listing needs to include these required fields
category, id, title, url
Location Fields - The location fields indicate the location of the item being listed. For location-based search to work, it is highly recommended that each listing specify its location at least down to the city or zip/postal code level.
address, city, country, latitude, longitude, neighborhood, state, zip_code
Additional Fields - The more of these additional fields that are included for a listing, the more likely that listing is to be found in searches.
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1. If you're going to post listing using an online form, your users should also consider posting them on Oodle. That will enable them to be posted natively on Facebook, Oodle, MySpace, etc.
2. Listings submitted by a feed may are not guaranteed to show up in Facebook Marketplace. Listings in Marketplace are typically associated with a Facebook Profile or Page.
Most sites make it very hard for a job seeker to register for an account. The first problem they face is being redirected from the initial page they were viewing to a separate registration page. Secondly, there are often required fields like username, email address or password which require validation of some sorts.
Previously, I have talked about using jQuery Modal Boxes to improve your recruitment website. Using this technology we can eliminate the first problem in redirecting job seekers to a separate webpage, saving page download time, and make the process much more enjoyable.
The second problem is a bit more complicated.
Most job sites will wait for the user to submit a form before processing any errors. Some will validate one field at a time, others will report on all the errors at once.
Unfortunately, if you have a form that has multiple required fields, you could have the job seeker submitting the same form over and over again. Boring... By now the job seeker would have given up and left your site!
By implementing a validation process that checks the fields as you type (or as you move to the next field). You can notify the user of any errors or suggestions immediately, instead of wasting their time processing the form once completed.
The job seeker registration process should be as simple as possible. If you spend some time improving the use of your website, you will offer the user a much enjoyable experience.
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Nice to see SEEK's quick adopter strategy at work, although in this case, 12 month's behind JobsJobsJobs with the jquery reg and some of our other forms. As a note, the username validation has been on the SEEK registration form for some time.
But saying that, what effect has your implementation on the splash "job spotter signup form" before the the external application form had on the application count?
Thanks. I did see your earlier comment. I haven't seen any noticeable change in app volume; however, a small number of users may have dropped out as with any form. External applications are always problematic. Cheers.
Peter (11:28am Tuesday 10 November 2009)
I think it is common knowledge that SEEK applies a "fast follower strategy". I am not sure "quick adopter strategy" is the best description for what they do I think "copycat strategy" is more aligned to what they do.
Take this new form for example, it is all over the place in IE8. On top of that the apply page has also been copied but to make it look different they have added a login pop-up. Good try but that doesn't make sense because now you have to fill this in twice. How odd?
The RCSA has just released the latest Quarterly Business Manager Survey results for the 3rd Quarter 2009. Contained within the past 2 surveys, is a question regarding the "media used to source candidates". Although the survey is only a small sample of Recruitment Agencies across Australia & New Zealand, I have grouped together the past 2 survey results, to better represent any trends over the past 6 months.
I would encourage the RCSA to continue to refine the existing sources (grouping Social Networking sites) and expand to include Resume Databases, Print Media etc.
The majority of respondents (96%) source candidates through mainstream job boards followed by networking events (76%) and in-house & niche job boards (69%).
However, the RCSA statistics only show the "media used to source candidates". It is unknown if these candidates turned into successful placements or if the agency correctly identified the original candidate source. There is a considerable (placement conversion) difference in comparing the Source of Talent 2009 survey to the RCSA survey results.
3rd Qtr 2009 - 201 responses, data collection began early October 2009 and completed 16 October 2009 2nd Qtr 2009 - 184 responses, data collection began early July 2009 and completed 30 July 2009
There are distinct differences between how employers and recruitment firms source talent. Employers have a high dependence on internal recruitment teams. Anecdotal evidence suggested that internal recruiters are mainly former recruitment staff from agencies. For both employers and recruiters, job boards remain the main source of talent.
Agencies rely on job boards more significantly with 40% of talent coming through online job boards, while corporations are significantly lower at 24.35%. Recruiters seem to be a lot savvier with social media and networks than employers. Social media climbed up to rank as the 12th most successful source of talent for recruiters. In the case of employers it remains at the bottom of the list, with only 0.24% of total hires coming through from social media or networks. Overall, employers make better use of their corporate website than recruiters. Websites ranked no 3 for employers while it stands at no 5 for recruiters.
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Interesting stats and not quite sure of what the sampling demographics were or indeed if a random sample of employees was used however my experience from other SME is that they are using social media now not mainstream job boards.
As in social media I mean Twitter, LinkedIn and FB in particular. I know a few instances of where SME were seeking staff and rather than go to often costly recruiters they simply tweeted or posted their need for someone among their online network. A week later staff were employed. In time I can really see social media becoming a real threat to mainstream job boards.
I'm still amazed that SEEK and CareerOne have no strong Twitter presence for example. It's arrogance on their behalf I am sure and possibly mistaken belief that they should continue to do what they do and then no one can enter their patch. Problem is the patch is shifting - rapidly and with it all that fantastic talent.
Hi Ann, the survey was taken by RCSA member companies. I would assume this being the owner/manager who has access to financials and the like. Download and read the survey results (see link in the blog post)
3rd Qtr 2009 - 201 responses, data collection began early October 2009 and completed 16 October 2009
2nd Qtr 2009 - 184 responses, data collection began early July 2009 and completed 30 July 2009
The latest Nielsen NetRatings statistics show that job boards are increasing readership. Not decreasing due to social media channels. See my previous blog post for the latest Job Board Statistics - Oct 09
There are plenty of Australian Job Boards on Twitter, have a search for #jobs
Hi Thomas thanks for the data and post very interesting indeed. I must admit I am very shocked when I learn of recruiters that just use one main job board for candidate sourcing. It does not seem to be a strategic way to source talent for your clients yet is very common. Granted they use candidate referrals and so on however for many it’s their primary candidate source. What are your thoughts on only using only one job site exclusively? Kelly
Using one job site exclusively can isolate your talent pool. If you look at the survey the other way around - it shows opportunities for recruiters to take advantage of the other mediums.
I don't believe recruiters understand what other mediums (or niche job boards) exist in the industry. It's a pity, because niche sites do work.
Obviously the figures show that 96% of agencies post adverts on the main jobboards, not that this is where candidates come from or whether this is their only channel. It is simply logical if you are using other channels or even the press to put an advert on SEEK, etc. as well because people will often check there for details.
If you are spending $2 - 3k for a one advert in print, it is a nobrainer to cover this for the following month with a few extra dollars on the jobboards. If we received less than 10% of the press response, it would still make sense.
On the odd occasion when we have used print or twitter and not Seek, we have received calls saying "I looked on Seek and couldn't find anything". The only time we don't is when it is a graduate role (flooded) or a bit covert.
If a company offered a jobboard with adverts for $1 and automatic loading, they would have huge uptake - would this make it the most effective? I don't think so.
Would you use it? ...Probably.
Kunal Malhotra (9:09am Tuesday 24 November 2009)
Re Graph 8: Source of Hire
One thing I'd like to clarify is how do you attribute 16-17% of the hires to an internal recruiter / 9% to recruitment firms, without also attributing them to another source?
Does this mean essentially, we don't capture the source of over 25% of the hires correctly?
Or does this mean that 25% of the candidates are passive ones, which are either headhunted by an internal recruiter or by an external search firm? But then again, where did they locate these candidates - networks, Linkedin, blogs... where?
doureally needtoknow (3:34am Sunday 14 February 2010)
If you take the results as being accurate, online job boards are the only medium worth utilizing. "Other events", an incredibly vague and somewhat pointless category scores much better than the much hyped social network sites. For me, I'll stick with SEEK.
Australian Job Board Statistics measuring the total unique browsers between October 2008 and October 2009. Data source - Nielsen NetRatings. SEEK 3.829m, CareerOne 1.578m, MyCareer 1.249m
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We now rely on using technology in the recruitment process more than ever. But should we place 100% of our trust in rejecting candidates based solely on their IP address?
While browsing a number of job sites this morning, I spotted an interesting function on an overseas job board. The underlying job board software pre qualifies candidates based on their location (IP address).
An extract of the product sheet reveals "Recruiters set a budget for each job ad. Qualified views cost only 49 cents each. When the job is filled, recruiters pay only for the number of qualified views that job ad received. For example, a recruiter will not pay for an India-based view of a job posted in New York"
Okay... Well that might make sense for those job boards selling a "pay for performance" model. But isn't the main reason we use job boards is to help us distribute our ads to an audience we can't reach?
I used to work in IT Recruitment and I would estimate that around 80% of the candidates that applied to my job ads had immigrated within the past 5 years.
We want the best candidate, and some of the best candidates do come from overseas!
How many of us travel overseas for work or on holidays? Take this example. John, a highly respected and well sought after candidate was in Australia on holidays. He saw this job he wanted to apply for but… Sorry. This employer requests that only candidates in Canada apply to this job. You appear to be located in Australia, not Canada, so you will not be able to apply for this job.
I will save the technology flaws for another blog post.
Has our reliance on technology gone too far or has it done its job?
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adamseabrook (2:50am Saturday 31 October 2009)
They obviously did not do much testing before implementing this feature. We have 250 subscribers to our job leads database who are all Australian recruiters. I would say 5% of these show up as being located in another country due to their IP block being tagged with an incorrect location by their ISP. Also some of our clients have their Internet routed via a US or UK head office gateway so it is not possible to detect their real location.
A much more sensible approach would be to screen the applications based on the applicants phone number.
Over the past few months, in consultation with all of our affected clients. We have decided to remove all of our MySpace job search applications from use. This decision was based on the fact that the social networking site is no longer a valuable source of candidate traffic and becoming a detriment to the employer brand.
Supporting hundreds of applications across multiple social networking sites is very resource intensive. There are still many ways you can post jobs to MySpace including status updates and automatic RSS feeds. Now days, most clients would rather use the site to mine for candidate data.
MySpace is still a valuable social network to millions of people, and it is not going to disappear. But if this trend continues, you could see it completely fade away in terms of relevancy.
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At first, I thought users were giving a score to each job advert. But then I realised the "score" is the relevance of your keyword to each job search result. Would the common job seeker have realised this? It's time to cut the fat.
Bonus point if you can work out which Government website this is from.
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You should refer to Oodle's XML Job Feed specifications for detailed instructions. 
Previously, I have talked about using jQuery Modal Boxes to improve your recruitment website. Using this technology we can eliminate the first problem in redirecting job seekers to a separate webpage, saving page download time, and make the process much more enjoyable.
upporting hundreds of applications across multiple social networking sites is very resource intensive. There are still many ways you can post jobs to MySpace including status updates and automatic RSS feeds. Now days, most clients would rather use the site to mine for candidate data.
The glass half-full
+ Can be used as good research material for the jobseeker:
- Indication to see if the company has high staff turnover (Same job being re-advertised 1 month later)
- Indication how fast the company is growing (Number of jobs offered and filled in the past)
- The jobseeker can use filled positions to compare breadth of other identical jobs and pay from other companies
Other benefits are not related to the jobseeker directly.
+ Can be good industry research for media houses reporting on number of jobs and job rate uptake. If SEEK left every job on their site then given they cover such a large part of the Australian market you could get some great stats on uptake by industry, position and location.
Transparency
I think it is important to say that job boards would have to be upfront and ensure that the filled jobs were clearly marked in their own separate section of the site. This would go along way to making sure that the boards don't count filled jobs as 'live' jobs on their site. If this isn't done then the negatives outweigh the positives.
Get real
Let's get real though, the likelihood of any of the majors doing this is slim as most use this type of information to generate PR articles they release to press or in some cases they charge their customers for this information. More often than not they use this information to direct their own strategic direction in finding more advertisers.
Interesting topic.....