Greetings.

This message is aimed at recruiters with experience using the major
job boards to post job requisitions and get resumes.

OVERVIEW QUESTION:
I would like to understand the kinds and levels of analytical tools
the websites Monster, CareerBuilder, and HotJobs (?the Boards?) make
available to their recruiter customers. When I think of these sites, I
think of heaps of resumes going into an inbox... and that?s about it.
What tools do the Boards offer to help their RECRUITER customers
understand who is applying / not applying, gauge the effectiveness of
individual job postings and, most importantly, the effectiveness of
each sourcing channel (e.g., the job board, other job boards,
newspaper, referrals, etc.)?

Without putting words in your mouth, I would like your opinions on the
state of the analytical offerings by the Boards, and what kinds of
analytical offerings you would find desirable.

DETAILED QUESTIONS:
1) What kind of data do the Boards provide you on the effectiveness of
job postings?

2) How does this data compare to the level of data that an advertiser
might receive on a Google AdWords or Overture product? With those
advertising products you can see real-time performance of your
advertisement, and adjust your bids and content accordingly. Can this
be done for job postings on the Boards? Would this be interesting to
recruiters?

3) Do the Boards provide behavioral or demographic data on people who
(a) receive your job profile as a search result, (b) click on your job
listing, and (c) apply to your job? Would this data interesting to
recruiters?

4) What kind of data and tools are available from the Boards for
tracking metrics such as cost per hire, and time per hire (comparing
planned hire date to actual hire date to measure timing of
recruiting)? If they don?t provide this data, would this interesting
to recruiters?

5) Would a dashboard measuring cost per hire and other key recruiting
metrics by sourcing channel be interesting to recruiters, or do you
really just not care about numbers at all? (probably an "it depends"
question - please clarify on what basis it depends).

6) And finally, what kind of analytical tools, data or metrics would
you recruiters like to see made available by the Boards? What would be
useful to you?