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Chit-chat with Alison Monroe from Adage

Posted By: Thomas Shaw, 1:33pm Thursday 29 January 2009    Print Article

Earlier this week, I received a media release from the niche job board Adage http://www.adage.com.au that the Directors have decided to put the job board up for sale, and concentrate on their other businesses. I spoke with Alison Monroe, one of the Directors of Adage, offering some advice (having gone through a sale of my own recently) and here is the summary from our discussions.


How did you come up with the idea for Adage?

Adage http://www.adage.com.au was launched in July 2006 in response to employer demand for better age balance in their candidate pool. SageCo (our other company) had been working with a number of companies developing age management plans, firstly ‘starting from within’ and focusing on the engagement, retention and knowledge capture of their existing mature staff, but later, on attraction and recruitment strategies. This is when the gap in the market became obvious. There was a barrier to entry for mature job seekers! So a few early adopters like AMP, IAG and St George Bank put their hat in the ring and helped to launch an online community of mature job seekers – Adage.


Why have the Directors decided to sell and part ways with the job board?

We feel that after two years we have achieved what we set out to achieve in the first instance. We have created a job board where mature applicants know they will be given a fair go and where employers know they will find solid experience. We have put mature worker employment firmly on the agenda and received a lot of media attention and momentum. It is now time to pass on the baton and ‘let go and grow’.


What are your future plans?

SageCo http://www.sageco.com.au is growing fast as employees face up to the demographic challenge. When the dust has settled on the current economic crisis, the reality is that the skills shortage will return and baby boomers will resume their exodus from the workforce. 

SageCo has built a solid track record of assisting employers with knowledge transfer, thereby reducing the risk of critical know-how walking out the door. We also round that off by assisting mature workers to plan for a successful retirement – which goes way beyond looking at their superannuation balance. This is our core skill set, focus and passion in the years ahead. Our Co-Director Jodi Stanton also has a number of successful online ventures in growth mode and requiring her full attention. 


How has Adage made a difference in the marketplace?

We have volumes of emails from mature workers and employers large and small, commending Adage on the role we have played in filling a gap in the market. One very marketable mature candidate spent two years and submitted over 120 applications through agencies and large job boards without response, before applying for one role on Adage and being employed by a large insurance company where she has had a really successful few years.

We have played a major role in educating the market about the business benefits of hiring maturity and are delighted that insightful agencies like 2discover and 360hr have embraced the concept. They in turn are now educating their corporate clients that this is a major component of tomorrow’s workforce.


Why should employers recruit mature job seekers?

It is all a matter of balance. Aiming for an organizational age profile that more closely mirrors the total workforce in Australia and importantly, the customer base. At the end of the day, all the research stacks up – diverse work teams are more productive. Mature employees also stay longer in the job than their younger colleagues and this represents a significant cost saving.


What will the future hold for mature job seekers?

There is a silver lining to every cloud and the current climate has made employers realize how vital knowledge and experience can be when the going gets tough. The boomers have ‘been there, done that’ and are able to help organizations navigate through these tough times.

One employer recently mentioned how they have ‘recalled’ a number of their retirees to the workforce and they are now highly coveted for their insights and wisdom.  This is music to our ears at Adage! 


What have been some of the challenges you have faced with Adage?


It is always chicken and egg with job boards – you need the roles to attract the candidates and you need candidates to attract employer advertising. However, you only need one ‘right’ applicant to fill the role and we have focused on quality not quantity.

We have found that employers have been slow to adapt to the resume search functionality and rely heavily on posting a job and awaiting applicants. Those who have mined the rich database have come up trumps and found some excellent talent.


What has been your most satisfying achievement with Adage?

Receiving the [email protected] Award from Sir Bob Geldof in November 2008 was a real highlight for the Adage team and recognition of everyone’s hard work and commitment.


Alison, I wish you and the other Directors all the best with your sale process, and look forward to what the future may hold for Adage http://www.adage.com.au


IMAGE RIGHT – Adage Director Alison Monroe with Sir Bob Geldof at the [email protected] Awards Night Nov 2008


Article URL: http://www.recruitmentdirectory.com.au/Blog/chit-chat-with-alison-monroe-from-adage-a90.html

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Sell your friends emails to MyCareer

Posted By: Thomas Shaw, 11:04am Thursday 29 January 2009    Print Article

MyCareer http://game.mycareer.com.au have followed Careerone and SEEK http://www.seek.com.au/seasonsgreetings in creating interactive games for the job seeker. The concept is good, but I doubt that it will really take off. My initial reaction was WOW, then I actually started playing the game (it really should be called - sell us your friends to win 50k). It must have cost $$ HEAPS to create this game, and then the cost to advertise the promotion.

So first off you need to sign in/up (great, now they have my contact details), then you can create your own character - face, hair, skin, eyes, smile, clothes, shoes etc. Proceed to choose the type of store you want. I selected a ball store, and called it "This sucks balls". After you create the shop framework then you can start playing in this "virtual world"

Sorry MyCareer, you did put in the effort, and I give you 100% for creativity. But the game is too complicated and requires the users to basically sell their contacts to play the game.

PS Did you test the application? There are still some bugs. Have a look at the email sent to friends








Article URL: http://www.recruitmentdirectory.com.au/Blog/sell-your-friends-emails-to-mycareer-a89.html

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Monster hacked again plus information on security terminology

Posted By: Thomas Shaw, 8:19pm Wednesday 28 January 2009    Print Article

It has been widely reported online and readers would have known by now that Monster http://www.monster.com websites have been hacked. Confidential information has been downloaded, maybe malicious scripts have been uploaded, who knows what else has been done. But the question is... WHY? Why has the site been hacked in the first place. We understand that Monster has recently undergone a site upgrade - but still, that’s NO EXCUSE for not protecting confidential information. Let’s look at common terminology on the types of computer security incidents, and computer security evaluation methods.

Off the top of my head I can think of at least 10 other job boards/recruitment sites which have failed security testing in the past 6 months. How do I know? I have been the one testing these sites and have found the data.

No... this is not "hacking" but programmers/employees leaving holes in software code, not protecting files (chmod, directory listings, etc) or just have stupidly left files and confidential information online thinking "no one will be able to find it". Well it have found it.

You must be proactive and vigilant with information stored online. Regular site testing and security checks by 3rd party professionals, as well as correct server configuration can help you. Feel free to contact me regarding these website testing services and if you ever recieve an email from me regarding security - take note!


Types of Computer Security Incidents


Insider abuse of access - An employee or person authorised to use the businesses computer system abuses this access, such as downloading a large amount of data, or accessing the internet for personal use against this businesses IT policy

Theft or loss of hardware - Hardware, such as laptops, PDA’s (personal digital assistant) or other devices, are lost or stolen and not recovered. Does not include hardware that is damaged or destroyed.

Virus or other malicious code - Software designed specifically to damage or disrupts a system, such as a virus or a Trojan horse. May be either self-replicating or non self-replicating code (any statements and/or declarations that are written in a computer programming language) to change the way a computer operates without the consent or knowledge of the system owner or user. This includes all types of malware (malicious software) except spyware

Spyware - Software designed to collect information from a computer secretly and send it anywhere (eg key loggers) or change settings and interfere with the performance of a compromised computer

Phishing - Assuming the identify of a legitimate organisation or website using forged email, fraudulent websites or other instant messaging communication forums such as MSN, to persuade others to provide information – usually personal financial, such as credit card numbers, account user name, passwords, social security numbers – for the purpose of using it to commit fraud.

Denial of service attack (DOS Attack) - An attack aimed at specific web sites by flooding the web server with repeated messages, depleting the system resources and denying access to legitimate users

Sabotage of network or data - Intentional destruction of, or damage to, a computer network or to data stored on a network or stand alone computer

Unauthorised network access - Obtaining access to a restricted computer network, without providing adequate credentials such as logon name and password

Theft or breach of propriety or confidential information - The unauthorised access to, and/or, use, viewing, duplication, distribution or theft of, propriety or confidential information. Proprietary information is information relating to or associated with the business’s product, business or activities. It includes, but is not limited to items such has trade secrets, research and development and financial information.

Incident involving the business’s web application - Any malicious or destructive incident that involves this business’s website. This might include placing unauthorised information on a website or preventing it from being used as intended.

Corruption of hardware of software
- Damage to computer hardware or software that renders it, in part or in whole, non-operational

Corruption or loss of data - Damage to or interference with data that renders it, in part or in whole, non-operational

Unavailability of service - Making the operations of your business either in part or in whole unavailable

Web site defacement - Damage caused to a public web sites that limits or prevents its intended use

Non-critical operational losses
- A disruption to your business that did not cause suspension or severe damage to your business’s operations

Non-critical financial losses - Loss of money or value to your business that did not cause a severe negative alteration to your business’s financial state

Harm to reputation - The reduction in confidence in your business or an increase in negative association with your business

Critical operational losses - A disruption to your business that caused suspension or severe damage to your business’s operations

Critical financial loss - Loss of money or value to your business that causes sever negative alteration to your business’s income or assets


Computer Security Evaluation Methods


Security audit by internal staff - A measurable technical assessment of a network, system or application that is carried out by a staff member of the business

Security audits by external businesses - A measurable technical assessment of a network, system or application that is carried out by a person who is not a staff member of the business – ie outsource to a consultant

Internet content filtering/image filtering or monitoring - Software or hardware designed for monitoring and limiting access to inappropriate information or data configured according to the organisation security policy.

Intrusion detection systems - Software applications designed to protect backbone services by detecting inappropriate, incorrect, or anomalous activities that cannot usually be detected by a conventional firewall

Intrusion prevention systems - Software or hardware designed to protect computers from exploitation by identifying and blocking potentially malicious activities in real time.

System penetration testing - A method to evaluate the security of a computer, system or network by simulating an electronic attack (ie an attack by a hacker)

System audit policies
- Policies mandating audits of this business’s computers, including issues such as the frequency and type of audits carried out and details of those responsible for undertaking those audits. This is a measurable technical assessment of a network, system or application

Risk assessment policies - Policies that govern the type and frequency of risk assessment of this business. Risk assessment is a process where the magnitude of potential loss and the probability it will occur are measured.

Security compliance check -
A form of assessment used to check a variety of security issues in terms of their compliance with a policy or guideline

Automated tools
- The use of software to monitor and report on the status of, and changes to files and settings on individual systems, networks, servers etc.

Email monitoring software - Software that is designed to monitor the email activity of users

Web activity monitoring software -
Software that is designed to monitor the web activity (sites visited, documents viewed) of a specific user or users.


Monster Hacked Again; 4.5 Million Records Stolen - http://www.ere.net/2009/01/27/monster-hacked-again-45-million-records-stolen/ (couldn't help but copy a screen shot of the article with paid advertisements for Monster on the right)




Article URL: http://www.recruitmentdirectory.com.au/Blog/monster-hacked-again-plus-information-on-security-terminology-a88.html

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TribeHQ is coming

Posted By: Thomas Shaw, 11:50pm Tuesday 27 January 2009    Print Article

TribeHQ http://www.tribehq.com is set to breathe social networking life into the static world of job boards. It is currently gearing up for the public beta release next week (2nd Feb 2009). I was lucky enough to be sent some screenshots and pre release information from Tim de Jardine & Paul Jacobs co-founders of TribeHQ (Tim is also the founder of Hirewall ATS I interviewed a few weeks ago).

1. Enables occupational tribalism – members can select the tribe or tribes applicable to them – e.g. nurses, engineers, teachers, .Net developers

People by their very nature are tribal. We congregate. Group membership is a big part of our lives – family, school, sport, work, clubs, politics, religion, etc. Within each of our tribes, we form a close collection of allies. We unite with people who share our interests and beliefs. There’s typically shared characteristics and underlying sense of purpose between members of the same tribe, regardless of geography. In uncertain economic times, support from one’s tribe is even more important.
  • There are about 1.5 million practicing Lawyers in the US, 10,000+ in New Zealand, 150,000+ in the UK
  • The tribe of Corrections / Prison Officers in employment in the US is about 500,000 and growing; in England & Wales around 44,000
  • There are nearly 280,000 Chartered Accountants in the UK and Ireland and around 70,000 Institute members in Canada.

2. Encourages conversation between tribe members, using microblogging as the foundation


The conversation between allies encourages global kinship, identity and sharing of ideas and knowledge across borders.


3. Re-invents recruitment advertising


In any employment context there's a group of people actively looking for job opportunities. But there’s an even larger group – often up to 60 percent of those currently working – that would consider another employer if a better opportunity presents itself.

TribeHQ enables an employer to target and showcase their opportunities to a tribe. It enables a direct conversation between employers and those tribe members open to job opportunities, again using micro-blogging.

Think job board meets social networking!
Think interactive job board!
Think “microjobbing”!

TribeHQ uses an algorithm to automatically match tribe members with jobs, effectively removing the clutter inherent with directory-based job boards.




Article URL: http://www.recruitmentdirectory.com.au/Blog/tribehq-is-coming-a87.html

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Interview with Jane Damon from Chameleon-i

Posted By: Thomas Shaw, 1:22pm Tuesday 27 January 2009    Print Article

Chameleon-i http://www.chameleoni.com is a leading web-based recruitment software solution for SME recruitment agencies worldwide. I spoke with Jane Damon from Chameleon-i about their software and plans for their new venture in recruitment website design. Recently they launched the new recruitment website for HSEQ One http://www.hseq-one.asia

What is Chameleon-i?

Chameleon-i is an on-demand, web-based recruitment software solution.  It has easy-to-use, business critical tools that enable recruiters to streamline their daily workflow, match and place more candidates, launch marketing campaigns and serve clients more productively.


What makes Chameleon-i different to other providers in the marketplace?

Chameleon-i uses the SaaS (Software as a Service) model and offers recruitment agencies greater cost controls, fast and simple implementation and frequent free upgrades all with no IT maintenance headaches and backed by free, award winning customer support.

We also support start-up recruiters and offer a free first-user license so they can instantly use effective and scalable software - for life.


What technology/web2.0 tools have you used in building Chameleon-i?

We believe in using the best tools for the job and so Chameleon-i uses different technologies and languages across a three-tier architecture.  The main interface makes use of Ajax and extensive Javascript for features such as drag-and-drop and the CV parsing tool.  Whereas the backend is predominantly ASP.Net and Microsoft SQL Server 2005 which ensure the screens load quickly over the Internet.


What advice would you give to recruiters who are researching SaaS providers?

As SaaS (Software and a Service) platforms are managed and hosted by the software provider, the relationship you have with them is paramount. Look for providers with a service based philosophy, and the opportunity for free training on updates to the product, and a robust privacy and security policy.


How many organisations are using your product in Australia/New Zealand?

In the last year we have seen agencies in over 25 different countries register and make good use of the product with a growing number of these in the Asia-Pacific region.  We’ve had positive feedback from our Australian and New Zealand users who are happy to provide references for any local agencies with queries.


What are some of the biggest challenges your business has faced over the past few months?

We have just launched our re-designed website, designed and built by our in-house team.  The development team has also been busy rolling out some of the latest features including an online CV editor, a new CV parsing tool and features that will help users improve the quality of their database to name just a few.


Plans for the next 12 months?

The next 12 months is packed full of product innovations and new development work including inbound email, auto-matching candidates and we’re talking with prominent 3rd party suppliers for some exclusive integration that will provide tangible benefits for our users.  After a growing number of enquiries for integrated web design we are also about to launch a web development arm specifically for recruiters.





Article URL: http://www.recruitmentdirectory.com.au/Blog/interview-with-jane-damon-from-chameleon-i-a86.html

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Was the NSW Government Job Board Hacked?

Posted By: Thomas Shaw, 8:34pm Monday 26 January 2009    Print Article

The news is currently reporting that the NSW Government's Job Board http://jobs.nsw.gov.au website has been hacked. The site is currently offline and undergoing security testing and maintenance. Am I surprised by the lack of security around job boards and recruitment websites? No, no, no!!!


Who is next...? Which recruitment website has its FTP/Database passwords currently online, and has had its website compromised recently by an insecure CMS (Content Management System) script which is linked to over 40,000 customer/client details. More to reveal over the next few days. In the meantime, have a read of some previous articles I wrote on Scams/Hacking regarding Recruitment/Job Boards. Securing your website, is one of my main points in an article I was quoted in a few months back "Recruitment industry gets "100% fail rate" on IT security - Shortlist News 7th Oct 2008" http://www.recruitmentdirectory.com.au/About/Downloads/p13_sectionid/2/p13_fileid/5

SCAM - Job Seekers beware http://www.recruitmentdirectory.com.au/Blog/scam-job-seekers-beware-a35.html

Secure your website!!! http://www.recruitmentdirectory.com.au/Blog/secure-your-website-a34.html

Reminder to all... Do not put your test website online http://www.recruitmentdirectory.com.au/Blog/reminder-to-all-do-not-put-your-test-website-online-a27.html


Links to the news articles regarding the NSW Government site.

Government job website hacked
http://www.news.com.au/story/0,27574,24965834-29277,00.html

Spammers hack into Government jobs website
http://www.theage.com.au/news/technology/security/id-theft-alert-as-job-site-hacked/2009/01/26/1232818299147.html




Article URL: http://www.recruitmentdirectory.com.au/Blog/was-the-nsw-government-job-board-hacked-a85.html

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Spot the Difference

Posted By: Thomas Shaw, 3:00pm Friday 23 January 2009    Print Article

Let's play a game called Spot the Difference... Do you know any other stock images on recruitment websites?






Article URL: http://www.recruitmentdirectory.com.au/Blog/spot-the-difference-a84.html

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Identity Theft on Social Networking Sites

Posted By: Thomas Shaw, 1:06pm Friday 23 January 2009    Print Article

Identity theft is becoming a serious problems across the world, and with the innovation of technology, there are new ways to steal your identity being found every day. It is becoming harder and harder to protect yourself from this crime and ensuring your personal data is safe is becoming a constant struggle. You wouldn't want to give your personal details to a complete stranger, but the reality is you are doing this every time you sign up to a social networking site.

Because many social networking sites are viewable by anyone as a default, any information you enter into your profile could be easily searched and available to the world. Most people give little thought to posting their birthday, where they were born, and full name, but sometimes even this small amount of information can be all a professional identity thief needs to access your identity.

One of the simplest ways to increase security is to set your profile page to private. Most social networking websites, like MySpace, Facebook or LinkedIn will allow you to control who can and can't see your profile. By only allowing your personal friends access to your information, you're significantly reducing the risk.

What happens is that people rush to sign up for these new social networking sites. They register and mindless begin filling out their profiles, sharing lots of personal information like date of birth, complete name and contact information / location (email, phone number, personal photos) and more. However, people most often don’t use the privacy settings offered by the sites, as they should.

Not only that, social networking site users also post to forums, blogs and chats about when they’re leaving town and going on holiday. Other information that should remain confidential is often shared, too, like which banks are used online, which sites with shopping carts, etc.

Social Networking Safety Tips
  • Never assume that people are who they say they are.
  • Use the site’s privacy settings and only share your profile information with family and trusted friends.
  • Watch what you do list online, regardless of privacy settings. A thief can take your digital photo and all other info and use your identity. Don’t give them all that ammunition. Upload a favorite animal or flower image, for example, instead of your face. List the nearest large city instead of the small town where you live. Use a nickname, maiden name or other identity listing.
  • Do not discuss holiday/travel plans online. No one needs to know when you’re going on holidays or even on business trips. Tell the about the trips AFTER you return. And don’t ask others about their plans, either, encouraging them to post their private info.
  • Alert your work colleagues, family members, friends and others to these security issues to help others be and stay safe, too.
  • If a social networking site doesn’t look safe or you can’t figure out the privacy settings, don’t use it. Go somewhere safe.
  • Report suspicious activities
Finally, before posting anything online, really consider whether or not its necessary. Ask yourself if you'd write that information on a bathroom wall or distribute it on a flyer. If the answer is no, then perhaps you shouldn't be posting it at all. Remember, social networking can be fun, but make sure you're the one in control. Things are always changing and growing on the web. So only interact where it’s safest for you.




Article URL: http://www.recruitmentdirectory.com.au/Blog/identity-theft-on-social-networking-sites-a83.html

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Use of Flash Animations in Recruitment Sites

Posted By: Thomas Shaw, 2:41pm Thursday 22 January 2009    Print Article

Website designers are always trying to imbibe creative designing skills into the site in order to allure the customers. Flash applications in design makes a site better looking, interactive and appealing. Their usage is done in various ways depending upon the design requirement. The idea is to make the website more customer friendly and enjoyable for them.

It's use in a website should be done in balance, too much of its use that give glossy look resulting in negative effect on the user. In online games creation, use of Flash has become a common factor.

Graphic designers prefer Flash website design as it strengthens their hold on the site and add zingy animation features to it. This concept is also useful for application users were applications can be created without re-creating them. Content copyright can be guarded through Flash website designs through embedded fonts that protect content.

Sometimes Flash based websites face problems in search engine rankings, poor sEO, web interfaces, etc. To eradicate this problem site developers have now started keeping alternate content especially for web browsers that do not abide with flash.

For recruitment websites it can make better communication with the jobseekers/clients making job searching pleasurable and a convenient experience. Do not overdo the flash and take a balanced approach in its usage. Such websites have the power to allure the users and bring them to your website thereby increasing the chances of good business.

The most common use of Flash is animating the logo/header. Other ways of using it include rotating scripts, games, e-cards, graphs, etc. Let's look at some real examples of Flash use in recruitment sites.

Jobadder http://www.jobadder.com is my favourite flash animation at the moment. Have a watch of the header on their site.




GXYSEARCH http://www.gxysearch.com.au have incoroprated flash animations as buttons on the home page.




LiveSalary http://www.livesalary.com.au have used flash animations in both the LiveSalary logo and animated the graph salary data.




PortCareers http://www.portcareers.com.au have used various flash animations in the header.




SEEK http://www.seek.com.au created a flash 2008 chrismas game/e-card




http://www.islandreefjob.com has various applications of flash incorporated through the website.




Hippo http://www.hippo.com.au has used flash to animate the twitter feed, as well as banner adverts are flash.










Article URL: http://www.recruitmentdirectory.com.au/Blog/use-of-flash-animations-in-recruitment-sites-a82.html

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Review of Oracle Recruiter

Posted By: Thomas Shaw, 12:02am Thursday 22 January 2009    Print Article

I met David Talamelli from Oracle (Principal Recruiter, Asia Pacific Region) back in Dec 2008 and we had quite an in-depth discussion about online recruitment, in-house recruitment as well as blogging and social networking. David runs the Oracle Corporation Recruitment Blog here http://oraclerecruiter.blogspot.com/ and has asked me to critique the blog and provide advice taking it to the next level.

Currently he manages the blog using Blogger and wants to take it to the next level. The site focuses mostly on David and his work, but he is trying to slowly evolve it so others in the organisation can blog and manage the site. The blog has a strong readership, and generates a lot of traffic. Oracle is a very strong brand, and David's main role is as a Recruiter - not a blogger. If David moves role or leaves the company, he would need to be able to pass on the blog's responsibilities to another person - so he needs to be able to manage the site with ease, keeping in line with corporate policies.


1. Blog URL
  • How original and unique is it?
  • How descriptive is it?
  • What image does it convey?
  • Would you remember it after seeing it once?
  • Could you spell it after hearing it once?
How easy is it to remember http://oraclerecruiter.blogspot.com? David should look at purchasing a new domain name (keeping it on the same lines - but just getting rid of "blogspot")

I would suggest keeping it as "oraclerecruiter" or "oraclerecruiters" (as there is more than one) on the .com. oraclerecruiter.com is currently registered (and for sale) by someone else. David/Oracle would be able to acquire this name and may also consider purchasing other domain names, but really you are just parking the domain name on top of the main site.

There are many different names they could try creating relying on these main keywords - Oracle, recruitment, recruiter, careers, employment, jobs, IT

Changing a domain name is a big decision, but if you get it right the first time these problems would not have occurred. Who would have known that this small venture by Oracle would grow so large? You are able to redirect users from the existing blog at Blogspot to your new site without too much hassle. Yes - back links and permalinks will take time to update, but the change will be good in the long run.


2. Blog software

The blog is hosted online by http://www.blogger.com/ (Saas). I would suggest migrating to Wordpress http://www.wordpress.org/ blog which has more features and functions. I am not going to bore readers with the details, but if you are interested to know why read some of these articles.

Blogger Sucks. Wanna Move to WordPress? http://www.blogherald.com/2007/12/14/blogger-sucks-wanna-move-to-wordpress/

Choosing a Blog Platform http://zonemoney.wordpress.com/2009/01/15/choosing-a-blog-platform/


3. Design
  • The current design is blah - large header image then text...THEN you have to scroll down to read the first blog article or see the menu.
  • The site is very narrow - need to increase the size of the main column.
  • Lots of white (dead) space at the top/sides.
  • Animated tags cloud - move to side bar.
SEO is quite poor. There are not that many back links and pages indexed in the search engines. Google page rank is 2, which is quite sad for the amount of content and visitors the site generates. There will be many benefits gained from changing to Wordpress as it has very strong SEO and automatic sitemap generation and submission.


4. Engaging with Users

Currently the site has over 700 subscribed users to the RSS feed. David should set a number of goals to increase the subscriber rate, by promoting the benefits of subscribing and increasing the "social" aspect of the website. David has recently added various social networking functions for users to share blog articles.
  • Write Well and Write Often
  • Answer questions with blog posts
  • Invite guest blog posts
  • Highlight your success
  • Conduct feedback surveys
  • Encourage comments
  • Build a community of clients, prospects, partners, etc
  • Submit Your Blog to Search Engines
  • Submit Your Posts to Social Bookmarking Sites
  • Promote your blog via social media and network sites
  • Promote your blog via email
  • Be a resource - link to other relevant articles
  • Blogging creates a discussion - you are the host.
  • Tag Your Posts
  • Don't Forget Images
  • Search Engine Optimization
  • Promote Outside Your Blog
So, how can David go about engaging with the readers of his blog to create "community collaboration" in the makeover of Oracle Recruiter
  • Invite feedback via surveys, emails or blog comments
  • Prioritize changes and take small steps
  • Create a competition for a redesigned Wordpress theme via community sites like 99designs http://www.99designs.com by offering a $cash reward or prize
  • Continually inform readers of the changes, invite feedback and comments
  • Measure ROI
If you are stuck for blog posting ideas, check out "101 Great Posting Ideas That Will Make Your Blog Sizzle"
http://www.ihelpyoublog.com/20070316-101-great-posting-ideas-that-will-make-your-blog-sizzle

One of my favorite sites for tips and tricks on blogging is http://www.chrisg.com/ below is the extract from his blog on "41 Blog Success Tips from 10 Years of Blogging You Can Learn Today" http://www.chrisg.com/41-blogging-tips/
  • Read - The more you read the better writer you will be. Being a blog reader helps you understand the mind of the blog reader. What they want, how they like information to be presented, what turns you off. Read good blogs and note your thoughts.
  • Take one step - Chunk it down. Don’t be overwhelmed, take one step at a time and keep going.
  • Be interesting - Readers want to find fresh, valuable, entertaining remarkable information. Make an effort to deliver more than just facts. Make it about them, not you.
  • Get your point across - Style, grammar, spelling all count for nothing if your audience doesn’t get your meaning. Make sure you are understood.
  • Deliver the goods - Being valuable is more important than following any rules
  • Be consistent - You are only as good as your last post
  • Prioritize quality over quantity - Fewer kick-ass articles are better than many so-so posts
  • Develop expertise - You might not be an expert now but you can be. Dive into your subject and hoover it up.
  • Hold on to passion - Keep the fires burning, don’t let your subject turn into a chore.
  • Communicate fascination - If you love your subject then let your readers know, share your enthusiasm, make it contagious
  • Write better - All of us can improve our writing but it takes effort and motivation
  • Grow your experience - Do new things, broaden your horizons, stretch yourself
  • Share your experience - When you learn something new, tell your readers about it
  • Explore and experiment - Keep trying new things, never stagnate
  • Be unique - If you are the same as everyone else, why would anyone visit your blog?
  • Look good - Appearances count, both in terms of your blog design and your posts. Make your content zing!
  • Make a great first impression - Do new visitors know what your blog is about in under 10 seconds? Can they navigate easily? Where is your best content?
  • Build momentum - Keep pushing every day, do not be content, it takes less effort to keep going than to stop and start over.
  • Optimize - Keep tweaking, continuously improve
  • Write with focus - Don’t squander your readers attention, give them what they came for
  • Build your reputation - Know what you stand for and deliver it consistently
  • Go for keywords - Find out what your readers are looking for and write about it
  • Write compelling headlines - Get attention, promise a benefit, provoke interest
  • Offer full feeds - Attention is more important than page views
  • Interview - Supplement your knowledge by interviewing experts
  • Break news - Be first to a story, let everyone know and see the links flood in
  • Run contests - Contests are fun and build awareness
  • Research, survey and poll - Research results are newsworthy and differentiate
  • Toot your horn - Celebrate successes, send out press releases
  • Monitor your stats - Stats tell you the health of your blog. Where is traffic coming from? Can you do more of what works? Is your blog growing or sliding? There are many free services.
  • Comment and answer comments - Nurture your audience, make them know they are valued. Comment on other blogs.
  • Link generously - If you want links then you have to first give them
  • Join forums - Break out of your bubble, meet people where they are
  • Give stuff away - You get what you give. Free downloads get rewarded with links and traffic.
  • Make friends - One of the pleasures of blogging and also a route to success
  • Guest blog - Write brilliant content for other bloggers and see your brand grow
  • Ask questions - Curiosity is a virtue
  • Twitter - Constantly communicate and get to know people. Anything too short for a blog post can be delivered in 140 characters
  • Stumble - Train yourself to discover, recognize and share brilliant content. What you can identify you can imagine, what you can imagine you can create.
  • Rebel - Break the rules, go against the flow, zig when others tell you to zag, do your own thing your own way
  • Enjoy - Keep doing what you do until it stops being fun. When it is no longer fun, bring the fun back.



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