http://ci.greatappsfast.com/web/index.php/ en oren2000@comcast.net Copyright 2008 2008-10-07T20:26:00-05:00 http://ci.greatappsfast.com/web/index.php/article/how-to-use-this-site1/ http://ci.greatappsfast.com/web/index.php/article/how-to-use-this-site1/#When:19:54:00Z Welcome to the new aimgroup.com! We have lots of content here for both clients and nonclients -- but you must register first. Registration is free and easy. The registration and log-in links are located on the top right of each page, in the top-level navigation bar. While you register with your e-mail address, you can choose any unique user ID you wish. Clients: If you're a client of our Continuous Advisory Service, please the same e-mail address from which you receive our reports. We are notified on each new registration; we'll be able to grant you access to client-only content once you register. (We'll do so as timely as possible Mon-Fri.) You'll still receive our reports delivered as PDF via e-mail, as you always have. Nonclients: Only clients are entitled to our world-renown Classified Intelligence Report and other proprietary reports and analyses of global media industries. But there's a lot of free content, too, updated daily. You also have access to our consultants' blogs. If you want to know more about becoming a client, give us a call at (+1) 407 788 2780 or visit our Contact Us page. To learn more about our wide variety of consulting, analysis and research services, visit our Products & Services page. Content open to all registered members is marked by a white note icon:   Client-only content is marked by a blue note icon:   We've divided most of the content by topic: -- Building Sales -- Building Audience -- Strategy -- Real Estate advertising -- Automotive advertising -- Recruiment advertising -- general and Marketplace advertising (which includes directory advertising) -- and a Publications channel, where you'll find some of our reports for sale. (You can purchase and download them online.) You can access the channels either by using the tabs across the top of each page, or by clicking the links in the left-hand navigation box. Some content might be cross-posted to other channels as relevant. At the bottom of each article and blog, registered members are invited to comment. You'll also see tags to related content. We tag articles by topics, keywords and relevant nouns. And, of course, you can always search sitewide for specific content. The search box is on the far right, next to the tabs near the top of each page. On the footer of each page, you'll find links to our member agreement, our privacy policy, a glossary of industry terminology and a link to Industry Contacts, a list of vendors, associations and companies that we may write about. Once registered, you have to log in each browser session. Your browser can remember your username and password if you like. If you forget either, you can visit the registration-login page to have reminders sent to you. (We remind clients to not divulge their membership credentials to others, as it violates both the member agreement and our service contract.) At any time, you can access your registration details by clicking the Account Information link in the blue Welcome box along the right side of each page. On this page, you can change your password, upload a photo, and manage subscriptions to e-mail alerts and other services as we develop them. Each channel page supports RSS, which gives you access via any number of browser and mobile RSS readers.   2008-08-24T19:54:00-05:00 http://ci.greatappsfast.com/web/index.php/article/survival-of-the-species/ http://ci.greatappsfast.com/web/index.php/article/survival-of-the-species/#When:19:26:00Z In a national survey of more than 500 men aged 18-34 who access the Internet at least once a month, 26 percent said that they would rather surf the Web than have sex. The survey was conducted by Hall and Partners for Break Media in conjunction with the Online Video Advertising ROI Council. For more details of the report: http://breakmedia.break.com/auwhitepaper   2008-10-07T19:26:00-05:00 http://ci.greatappsfast.com/web/index.php/article/test-article/ http://ci.greatappsfast.com/web/index.php/article/test-article/#When:11:24:00Z Test test article Building Sales 2008-09-12T11:24:00-05:00 http://ci.greatappsfast.com/web/index.php/article/test-blog/ http://ci.greatappsfast.com/web/index.php/article/test-blog/#When:11:23:00Z Test blog Real Estate 2008-09-12T11:23:00-05:00 http://ci.greatappsfast.com/web/index.php/article/why-isnt-video-growing-faster-in-recruitment-two-theories/ http://ci.greatappsfast.com/web/index.php/article/why-isnt-video-growing-faster-in-recruitment-two-theories/#When:11:10:01Z Why isn’t video growing faster in recruitment? Two theories. CHICAGO --- Video is clearly growing in importance as a tool in recruitment, but it's been pretty slow to take off. I've always wondered why it hasn't been growing much faster. Two theories, both pretty plausible IMHO, at the OnRec conference: --- Kjetil J. Olsen, director of business development at European recruitment site StepStone.de, noted that audio is an important component of watching video online. And since most job-searching online happens not at home but at work --- (imagine that!) --- no job-seeker wants to be sitting at a computer in the office looking at videos of companies he or she might want to join. (Makes sense to me.) --- And several people pointed out that scanning a text resume takes merely a second or two, or a fraction of that if it's done by an automated filtering device or applicant tracking system. Just waiting for a video resume to download and open takes longer than that, even if you've got a fast broadband connection. It may not matter if you're looking at three or four candidates, but when you're screening dozens or hundreds a day, that time demand becomes overwhelming. In some industries, like television news and theater, video resumes are obviously a remarkably important screening tool for hiring, and have changed the way job-seekers are viewed. (When I was in television news, there was always a stack of hundreds of video tapes from prospective job-seekers in every news director's office. Most of them unviewed. And if you think it takes a while to watch video resumes online, imagine how much time it took to put one into the machine, wait for it to start running, watch as much (or as little) as you want, take it out, and start over.) Even with the challenges, everyone I spoke to agreed: Video is coming. And it'll be critical in a few years. Two video production companies were at the conference --- one offering professionally editedinterview videos shot at exhibitor booths for just $500. Recruitment 2008-09-12T11:10:01-05:00 http://ci.greatappsfast.com/web/index.php/article/why-dont-recruitment-videos-take-off/ http://ci.greatappsfast.com/web/index.php/article/why-dont-recruitment-videos-take-off/#When:10:37:00Z CHICAGO --- Video is clearly growing in importance as a tool in recruitment, but it's been pretty slow to take off. I've always wondered why it hasn't been growing much faster.   Two theories, both pretty plausible IMHO, at the OnRec conference:   --- Kjetil J. Olsen, director of business development at European recruitment site StepStone.de, noted that audio is an important component of watching video online. And since most job-searching online happens not at home but at work --- (imagine that!) --- no job-seeker wants to be sitting at a computer in the office looking at videos of companies he or she might want to join. (Makes sense to me.)   --- And several people pointed out that scanning a text resume takes merely a second or two, or a fraction of that if it's done by an automated filtering device or applicant tracking system. Just waiting for a video resume to download and open takes longer than that, even if you've got a fast broadband connection. It may not matter if you're looking at three or four candidates, but when you're screening dozens or hundreds a day, that time demand becomes overwhelming.   In some industries, like television news and theater, video resumes are obviously a remarkably important screening tool for hiring, and have changed the way job-seekers are viewed. (When I was in television news, there was always a stack of hundreds of video tapes from prospective job-seekers in every news director's office. Most of them unviewed. And if you think it takes a while to watch video resumes online, imagine how much time it took to put one into the machine, wait for it to start running, watch as much (or as little) as you want, take it out, and start over.)   Even with the challenges, everyone I spoke to agreed: Video is coming. And it'll be critical in a few years. Two video production companies were at the conference --- one offering professionally edited interview videos shot at exhibitor booths for just $500.   Recruitment 2008-09-12T10:37:00-05:00 http://ci.greatappsfast.com/web/index.php/article/the-next-big-thing-in-recruiting-matching-technology/ http://ci.greatappsfast.com/web/index.php/article/the-next-big-thing-in-recruiting-matching-technology/#When:20:47:00Z CHICAGO --- It was pretty easy getting consensus today on "the next big thing in online recruiting and advertising" among the three panelists at the OnRec recruitment technology conference. "Matching technology" --- which ranks, rates and identifies appropriate candidates for employers based on various "hard skills" like degrees and years of experience, and "soft skills" like personality and ethics --- will become essential for recruiters during the next few years.   All three panelists said matching technology is in its infancy, but will improve over time so that employers can reach both active and passive candidates. Matching will eliminate unwanted and inappropriate candidates, and allow recruiters to focus on people who are an excellent fit for the job.   Terry Baker of Adicio, Brian Donahue of CareerBuilder and Kevin Krim of Yahoo HotJobs said video has already arrived as a major force in recruiting, and a show of hands among the 140 recruiter-attendees seemed to bear that out. Only one raised his hand when asked if they were looking at video resumes, but about three-quarters of the audience replied positively when I asked if they were using corporate videos in their recruiting efforts.   Another "next big technology:" Mobile. But Krim said the smart way to use mobile in the States, for now, would be to focus on SMS. Curiously, mobile was essentially ignored at the conference. Our panel's mention of mobile devices was the first at the conference. At 9:30 a.m. on the second day! At least two exhibitors at OnRec were focused on matching technology: TalentFilter, offered by TalentDrive, and JobStick.com. JobStick won the "2008 game-changing recruiting technology award" from OnRec. At least one other recruitment site, Redmatch, offers matching; it's the back end of TheJobNetwork.com, a network of newspaper recruitment sites in the U.S. CareerBuilder, Monster, HotJobs and many other sites offer at least some form of matching, as well.   The session was videotaped by Chris Russell of JobBoarders.com. We'll link to it when it's posted. 2008-09-10T20:47:00-05:00 http://ci.greatappsfast.com/web/index.php/article/recruiting-technology-but-no-mobile/ http://ci.greatappsfast.com/web/index.php/article/recruiting-technology-but-no-mobile/#When:02:55:00Z CHICAGO --- Lots of talk about social networking, employer / employee matching technologies, and next-generation mash-ups and tools for recruiting at the OnRec Global Summit for Online Recruiting here. But (while I wasn't in every session) there was not a word mentioned that I heard, not an exhibitor talking about mobile.   What? No mobile applications for recruitment worth discussing? There are several out there, especially in Europe and Asia. And a few in North America, too.   We'll get into it, at least briefly, in my panel on Wednesday. Panelists are Terry Baker of Adicio; Brian Donahue of CareerBuilder and Kevin Krim of Yahoo HotJobs.     2008-09-10T02:55:00-05:00 http://ci.greatappsfast.com/web/index.php/article/jobbing-or-jobing-take-your-pick/ http://ci.greatappsfast.com/web/index.php/article/jobbing-or-jobing-take-your-pick/#When:11:58:00Z A sidelight on the article in the East Valley Tribune about ChosenList.com: The piece refers to the difference in pricing for video employment ads between Jobing.com, a leading recruitment site that competes with the East Valley Tribune, and ChosenList. Only the article refers to Jobbing.com. Y’think they could have misspelled it intentionally since it’s a direct competitor? Nah. That’d never happen. Probably a reporter mistake and a sleeping copy editor. Besides, Jobing.com owns the URL Jobbing.com and it redirects to the main site.   2008-09-01T11:58:00-05:00 http://ci.greatappsfast.com/web/index.php/article/yet-another-craigslist-wannabe/ http://ci.greatappsfast.com/web/index.php/article/yet-another-craigslist-wannabe/#When:11:50:00Z Here at Classified Intelligence, we have an acronym we use about once a week: “YACLW.” It stands for “yet another Craigslist wannabe.” Almost every week, we see another YACLW --- a site that thinks it’s going to knock off Craigslist by offering free classifieds in one form or another. Always, the site's developers have a reason they think they’re better than Craigslist. Never say never, of course --- Kijiji has become a formidable YACLW, with a twist, in many markets, and has beaten Craigslist hands-down in Canada. But for the most part, we used to run a brief in CIR about each YACLW we spotted (or most of them anyway), because they’re ideas that just won’t go very far. Here’s the latest YACLW (pronounced “yak-law” in our book): ChosenList.com. Launched in January by an entrepreneur in the Phoenix, Ariz., area, the hook on this one is that it’ll provide free classifieds “without the distractions of unsavory listings.” And it's focused on video listings. The East Valley Tribune, which reported on the site, notes that it’s only deleted two listings for content issues so far. Of course, it doesn’t look like more than a handful of ads have been posted directly. ChosenList is aggregating ads from Oodle, which include EBay Motors and EBay boat listings. So at least it’s not empty. The viral nature of Craigslist, and its tremendous growth in part due to its personals and erotic content, make it difficult to stop. We ain’t betting on ChosenList.org as the show-stopper.   2008-09-01T11:50:00-05:00