Is there really anyone who expects honest answer? The only thing you will ever get will be some canned weakness-that-is-really-a-strength or just some minor stuff not worth hearing.
3. What interests you about our company?
The fact that you were hiring?
4. Can you work under pressure? Are you a team player?
Interesting article was published with a list of outrageous things happened on interviews like “Candidate said she could not provide a writing sample because all of her writing had been for the CIA and it was “classified”, “Candidate told the interviewer he was fired for beating up his last boss” and “Candidate flushed the toilet while talking to interviewer during phone interview”.
In today’s tough market the goal of every job board is to increase traffic statistics. More visitors are equal more money they can charge for advertisement and more companies choosing them to post jobs. In my quite recent post I already mentioned big mismatch between official press releases and stats published by internet analysts.
This time I will add 2 more set of numbers that just become public.
According to Nielsen-netratings for the week ending January 8, 2008 standings are:
1. CareerBuilder - 5.6 million users
2. Monster - 5.3
3. HotJobs - 3.3
According to Hitwise situation is quite different. By the end of January standings are:
1. CareerBuilder - 12.96% market share
2. HotJobs - 11.18%
3. Monster - 4.32%
HotJobs marker share is comparable with one for CareerBuilder? Who are they kidding? Monster having only around 1/3 from CareerBuilder’s market size is just not true.
Let’s see… Hitwise is a subsidiary of Experian. Easy googling tells us that “Experian has been the exclusive provider of credit reports, content and resources in Yahoo! Finance”, “Experian Automotive the leading provider of vehicle history reports for Yahoo! Autos”, “Experian Selected by Yahoo! PayDirect to Authenticate Consumers Online”. Sounds like they are good partners.
I vote this to be the worst Super Bowl commercial this year.
Also read this up, quite interesting, looks like they realized how bad it is and are trying to remove it from any place they can. Let’s see for how long YouTube will resist.
At beginning of the first chapter author is trying to scare reader with large numbers. 350 million people, 200 million of resumes, 40000 job boards and so on. Author did well with googling all this info but when I see stuff like that I just see that author has nothing to say so he tries to fill more pages with numbers he found on internet.
After reading father book got better, but never went above intermediate level. Might be suitable for some old fashioned recruiters who still doing business mostly on paper, but for anyone who is already using internet heavily book has no value at all.
Here are some negative and positive facts about this book:
- Despite been published only like year ago, a lot of information is outdated.
- Too much self promotion. You can see that author (Michael Foster) has problems with too high self esteem.
- Many facts he uses in the book he googled somewhere but provided no source or proof.
+ Book is still quite good for people who are new to those “Web” or “Recruiting” things. Anyone with very beginning to almost intermediate level will most likely find there something useful.
+ Book will be very valuable for someone who is not recruiter, but who is just trying to hire one or two new employees without hiring professional recruiter.
At beginning of the first chapter author is trying to scare reader with large numbers. 350 million people, 200 million of resumes, 40000 job boards and so on. Author did well with googling all this info but when I see stuff like that I just see that author has nothing to say so he tries to fill more pages with numbers he found on internet.