interactive - june 2011

8/6/2019 Interactive - June 2011

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June, 2011

Recent Traffic and Trends

MAJOR JOB BOARDS

Website Unique Visitors Average Stay Page VisitsMonster 14,669,566 4:12 12.2Careerbuilder 14,513,068 5:00 10.8

Aggregators

Website Unique Visitors Average Stay Page VisitsIndeed.com 13,521,228 9:08 10.6

SimplyHired.com 4,524,205 7:23 12.1

Glassdoor.com 1,119,890 7:01 9.1LinkUp .com 103,091 5:21 8.7Careerbliss.com 177,743 4:24 6.3

Interactive Update


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ACCOUNTING

Website Unique Visitors Average Stay Page VisitsEfinancialcareers.com 58,513 5:33 10.4

Careerbank.com 12,844 2:14 4.8

DIVERSITY

Website Unique Visitors Average Stay Page VisitsLatPro.com 104,363 4:36 6.2

DiversityInc.com 68,287 3:50 3.5DiversityJobs.com 21,513 2:42 5.3

DiversityWorking.com 11,113 1:41 7.3


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EDUCATION

Website Unique Visitors Average Stay Page Visits

Chronicle.com 416,536 7:26 11.5HigheredJobs.com 342,681 4:37 8.8

Teachers.net 204,248 2:05 6.2

Schoolspring.com 150,697 3:21 5.6

ENGINEERING

Website Unique Visitors Average Stay Page VisitsIEEE.org 234,134 2:52 4.4

Engcen.com 18,866 3:08 4.7EngineerJobs.com 25,884 7:46 6.4

NSPE.org 10,238 4:38 4.7EngineeringJobs.net 3,452 3:50 4.5

HEALTHCARE


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Website Unique Visitors Average Stay Page VisitsAllHealthcarejobs.com 273,939 5:62 7.5

Healthecareers.com 239,736 5:05 8.2Nurse.com 217,418 11:36 12

Campusrn.com 44,125 2:52 5.3

Nursingjobs.com 10,533 2:12 3.9

IT/COMPUTER/TELECOM

Website Unique Visitors Average Stay Page VisitsDice.com 783,381 6:53 11.4

ComputerJobs.com 25,758 2:43 5TelecomCareers.com 23,311 3:58 7.4

ComputerWork.com 7,976 1:01 2.3


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MILITARY/DEFENSE


Military.com 3,717,580 5:42 7ClearanceJobs.com 128,688 7:16 9.8

MilitaryConnection.com 49,283 2:43 6.5

MilitaryHire.com 15,143 6:35 9.8Civilianjobs.com 8,173 6:33 5.7

SALES/MARKETING


Salesjobs.com 76,262 6:03 9MarketingPower.com 52,507 5:39 6.2

Marketingjobs.com 8,234 2:28 5.9


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TRANSPORTATION


Careersingear.com 316,003 5:16 12Jobsintrucks.com 158,481 5:15 6.2

ClassaDrivers.com 59,661 09:47 9.5

HiringTruckDrivers.com 37,211 7:33 10.9CDLJobs.com 31,873 10:00 6.6

EXECUTIVE


TheLadders.com 1,308,195 6:58 9.86FigureJobs.com 77,638 6:06 9.6

Execunet.com 57,382 6:20 7.6


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SOCIAL NETWORKS


Facebook.com 140,739,084 16:55 67.8Youtube.com 123,406,835 18:21 14.4

Myspace.com 39,394,710 9:35 50.8

Twitter.com 31,017,254 2:46 1.2Linkedin.com 17,488,031 7:36 16.1

TRENDSResearch Firm Ranks Sites That Best Meet Student ExpectationsJohn Zappe: ere.net

When it comes to meeting the recruitment expectations of American collegestudents, the hands-down winner is German media conglomerate Bertelsmann. Ofthe 102 U.S. sites in the review, Bertelsmanns corporate career site and online

application process were found to do the best job of delivering what students saythey want.

Conducted by Swedish research firm Potentialpark Communications, the firm

surveyed almost 4,800 U.S. students and grads from a variety of business schoolsand universities. They were asked what they most wanted from career sites and theapplication process. From the features and component lists developed from thesurvey, Potentialpark analyzed 755 sites worldwide, including 102 in the U.S.

Bertelsmann came out on top on both the career site ranking and on a secondranking for the application process.

The biggest strength of Bertelsmanns career website, says the report, is to focus

on the information flow within the site itself. The thinking starts from the jobseekers point of view and what questions they have, rather than what the company

gets across.


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On the career site rankings, Bertelsmann is followed by Accenture, Ernst & Young,Deutsche Bank, and Deloitte. On the application rankings, adidas, Ernst & Young,

Roche, and Northrup Grumman round out the top five.

The Potentialpark surveys come just a few days after a related survey on the

candidate experience by CareerXroads. In that survey, principals Mark Mehler andGerry Crispin and a team of volunteers applied to the 100 companies on the Fortunebest companies to work for list. Three months after the last resume was sent, 25

percent of the companies failed to even acknowledge receipt.

Many companies had pre-screening

questions. One had 144 multiple-choicequestions that had to be completed

before an application could be

submitted.

Other companies had online forms that

had to be filled out, in addition touploading a resume. Point, click,upload, and go, Mehler says, is the

ideal candidate experience. Few were

set-up to do that.

Ease of applying was an important

consideration in the Potentialpark

research as well.

Potentialpark has conducted its Top

Employer Web Benchmark study since2003. Last year, Ernst & Young came

out on top. However, this was the firstyear for the application process study,which it calls Applying Online andLoving It (APOLLO).

Students and graduates haveaccepted that applying online is whatis common today, says Potentialpark.

The problem is, the more they apply,the more they dislike it.

In the application rankings,

Potentialpark lists the ATS eachcompany uses. Of the 3o highest-

ranking companies, 17 use a Taleosystem. But, says the report, no service provider is a guarantee to be in the top.

Many of the most popular systems as often were among the bottom-scoringcompanies as they were among the top.

In fact, says Potentialpark, how candidate-friendly an online application is seemsto depend more on how the employer drives the project, embeds the system into the

career website, and adjusts the implementation to its needs.


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Besides the rankings, the Potentialpark research found that the majority of the

surveyed students and graduates dont want to connect with prospective employerson Facebook. Instead, they prefer to engage with them on business networks.

Yet, the research found that 39 percent of the surveyed U.S. employers link theircorporate career site to their social network presence. Only a quarter of themconnect to a business network.

Potentialpark suspects that students may unreasonably fear that liking a company

on Facebook will expose their personal lives to recruiters. It also theorizes that few

students have business network profiles, and that companies simply prefer Facebookbecause it offers much more functionality and dynamic interaction.

Notes the report: All in all, the opinion that many of the most forward-thinkingemployers in U.S. have come to is that it can pay off to be on both types ofnetworks, but in different ways: Facebook for branding, LinkedIn for recruiting.

interactive - june 2011

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