1: Recruiters are increasing the number of job boards they are using due to the difficulty in locating niche talent.

2: Conversely job seekers are reducing the numbers of job boards they are using, with many reverting to just 1, probably because of the same jobs posted in multiple channels, and job seeker fatigue.

3: Recruiters are becoming increasingly pro-active in sourcing, and less reliant on ads. This doesn’t mean job boards are losing out though, as recruiters are increasingly turning to C.V. databases to locate candidates, and see this as the most valuable feature of the job board.

4:Corporate recruiters are reducing cost of hire by moving to a direct sourcing model, at the expense of agency recruiters. Though agencies still feature highly in source of hire, it is decreasing and this trend is expected to continue.

Josh Bersins report on the UK market backs up this point. The average cost of hire in the UK is £5,311 compared to £2,158 in the US. The report attributes this difference to an over reliance on agencies in the UK, and that 50% of the companies in the research had consciously reduced their agency spend over the last year. At most conferences I attend or follow, corporate recruiter after corporate recruiter tells the same story, less reliance on agencies and less spend. The story coming out of #EMConf was very much the same.
Enhance Media’s Giles Guest,always one for research and stats, again made the point that recruiters were now using 3 – 5 job boards, and found the CV database the most valuable feature. The last speaker of the day, Gary Franklin, founder of The FIRM. (The forum for in-house recruitment managers), echoed the same story from member research. Nearly all the members used job boards, had reduced agency spend and ranked the C.V. database as the top feature.
Betwen Jobsite, The FIRM and Enhance Medias research, you’ve got to be talking 1000′sof corporate recruiters, all telling the same story, echoing the key-points of the Jobsite research. This has to be more than a short-term trend.
So what does this trend mean for the future? The happiest man in the room must have been Lee Biggins, owner of CV library, who operate a UK CV database of over 4,375,816 live CVs.and growing daily, drawn in by job aggregation featuring over 56,692 Live Jobs. Happy days for Lee, where the emphasis on the platform has always been the CV database. And this gets me thinking on how these factors could impact on the future of job boards and recruitment agencies.
Until recruiters develop internet sourcing skills on mass, sourcing from social profiles and other places, the importance of an up to date, accurate and easily searchable CV database is going to be invaluable. Corporate recruiters are getting increasingly pro-active, and need these single destinations to find candidates. Job seekers in turn are less active on job boards, and that means they are looking to be found rather than go looking at adverts. Is it inconceivable that the only value of job advertising on the database is candidate attraction to register their C.V? The increase in advertising spend on TV by Jobsite and other players in the market, promoting upload your CV rather than find a job ad would suggest that the job boards have been thinking this way for some time. They would certainly have been the first to see this trend.
The Jobsite research also highlighted that job seekers are only applying for jobs they are confident in getting. The job requirement needs to feature prominently in job ads to make them effective, and it often doesn’t. If job seekers are tired of applying for jobs they are not getting, this could lie behind this mind-set, with a reliance on the CV database because if recruiters call them, they must be a fit.
If this trend continues and increases, is it conceivable that advertising cost is reduced, perhaps even to the point of being free, in order to attract candidates to register their CV in the database? Is this the future revenue model for job boards?

We also need to consider what this means to agencies. The market is shrinking significantly, and that should lead to a change of thinking in the way that agency recruiters operate.
The one asset many agencies have is an over loaded data-base of CV’s. Agencies have been collecting them for years, a percentage with added notes from interview or conversation, and often in niche sectors. Could this be where the real potential revenue is for agencies in the future? They have the CV’s and records, the hiring companies would be willing to pay for their own access.
Now there’s no doubt that there will be legal considerations around data-protection and access, but these could be worked around by gaining consent to access, and presenting the data in the right searchable format. Whilst less corporates are willing to pay for the full recruitment process, what price would they put on access to recruiters data?

I’m going to be opening this up in 2 tracks at #trulondon on 22′nd – 23′rd Feb: Recruiter Models and Big Data. Come and join the conversation.
Bill

LINKS

Jobsite Research

Josh Bersins UK Market Report
Enhance Media
Gary Franklin
CV Library

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Since the introduction of branded pages, the potential to combine hang outs with other Google+ features has really opened up. Find people on + is now incorporated in to the main interface, making searching and sourcing easy. This makes messaging invites to join a hang out a great option, then inviting the viewers in to a dedicated circle, where you can continue to share targeted content. Because it’s a new channel, there’s also no conflict with personal/business space as with Facebook. I’m now coming round to the prospect of Google+ as a recruiting channel, and I’m sure the developers are working on new apps that will make this even easier.

If Google can do it, why can’t you?

Bill

BTW: Heres the Google+ Students Page , there’s over 42,000 connections, and a few of the episodes:

Deloitte Grads

Jefferey T Moore

This is a bold but logical move to formally combine the complimenting services offered by the companies in the group, and provide a springboard for growth globally. The plan for Evenbase was formulated during a 4 month strategy project in 2010, with much of 2011 getting all the pieces and personnel in place during 2011. Speaking to Potts, he is clearly excited by this next stage of growth, whose roots lie in a porta-cabin in Portsmouth. It’s clear in what he says that despite the success of the business, his biggest pride is in the team he has built around him during this time.

For Potts, Evenbase means the day-to-day focus moves from operational to strategic.Potts puts much of the success of the business down to people, and that they have been able to retain the entrepreneurial  characters within the business, and this has impacted on the group. It’s the people who are at the heart of everything, and it’s the people who will continue to move the business forward. They have assembled an enviable team. The purpose of the Group is explained on the newly unveiled website:

“Evenbase is a global digital recruitment group. We discover and develop intelligent recruitment services that revolutionise the matching of talent with opportunity.”

The Evenbase portfolio contains market leading digital recruitment assets including Oilcareers, Jobsite and 10 other niche, generalist and vertical sector job boards, the leading multi-poster and unified search provider Broadbean, and technology partnerships including NHS Jobs, Northcliffe Media and Johnston Press. The structure of the business sees the formation of a central group executive, with four business units, each headed by a Managing Director and shares a vision to revolutionise how candidates find work and how companies source and hire candidates domestically and globally. Keith Potts, Evenbase Chief Executive Officer, says; “Today’s announcement is a significant milestone in the group’s maturity as a business.

Potts continues; “We’ve come a long way from a family start-up as Jobsite.co.uk, to the group of market leading brands and 330 employees we have today. It’s not surprising that our ambitions outgrew our structure and operating model along the way. Although many of our brands are already operating on the international stage, we see a far greater potential for Evenbase given the synergies of our portfolio as a whole.”

I see this as an exciting progression for each of the individual business. I see the 5 big factors in recruiting forward are:

> Collaborative technologies

> Data mining and analysis

> Local focus, global reach

>Innovation

> Ease of operation and interaction

There is no doubt that with a unified approach between the brands, on and off-line presents a powerful force in the market place, and ticks all these boxes. Whilst being big names in their own right, each of the individual brands have had a largely domestic focus until recent years, that said, they have by no means been parochial in outlook. The accumulated expertise across traditional media, on-line media and job distribution places them in a unique position for growth globally. Jobsite currently power all the on-line job advertising for 55 local newspapers, and reach 60% of domestic households in the U.K. The job board business has quietly launched brands in 5 countries, and Broadbean now service 65 countries with a growing operation in Newport Beach in Orange County, USA, employing 25 people in a relatively short space of time. Over the last few years, Broadbean have been switching their product offering from essentially agency focussed, to the corporate market, numbering some significant global brands in their portfolio. The NHS are the second largest employer in the world, and it is the Jobsite portal that powers all of the NHS jobs. There collective scale has perhaps been hidden till now, behind the individual brands. I know Keith, Felix Wetzel, Strategy development Director and Broadbean founder and CEO Kelly Robinson well from their involvment and support of #tru events. The candidate is always at the heart of their business approach, and I’m confident that Evenbase, with Potts at the helm will retain this focus, and that is good news for candidates globally. I’ve been impressed by how Jobsite and Broadbean have been using the “Big Data” available to them to develop their capabilities in data analysis and predictive user functions. I’m sure this will feature in new offerings from the group. Evenbase will have 4 key areas of operation:

1. Job boards: Focusing on the delivery of superior service and solutions across the portfolio’s generalist, niche and vertical market job board brands

2. Business Solutions: Providing award-winning, scalable job board and recruitment software services to the Public and Private sectors

3. New ventures: Focused on the international expansion of key group assets and roll out of new business models and initiatives.

4. Recruitment software: Providing recruitment software solutions for multi-posting, CV search, candidate matching and reporting tools Keith Potts added “Evenbase gives us a solid foundation for both international expansion and the fulfilling of opportunities not only for our brands but also for our clients, partners and candidates. Day to-day business will continue as normal for brands within the portfolio, while the Evenbase executive team will focus on our ambition to become a truly global digital recruitment group within three years.”

The Evenbase Executive team consists of: – Keith Potts, Chief Executive Officer – Damian McCallion, Chief Operating Officer – Felix Wetzel, Strategy Development Director – Graham Potts, Group IT Director – Mike Wall, Managing Director – Job boards – Heather Wozniak, Managing Director – Business solutions – Ray Duggins, Managing Director – New ventures – Kelly Robinson, Chief Executive – Broadbean – Dan Martin, Managing Director – Broadbean This is big news in the industry, and I’m delighted in particular for Keith, Kelly and Felix, proof that good guys need not necessarily come second. While this is a great move for the businesses that form Evenbase, I’m confident that it will be good news for candidates and companies alike, and expect to see some exciting innovations emerge from these collaborations. I wish Keith,Felix, Kelly and all the team the very best for the future. I’m expecting great things,with plenty of innovation.

Bill

LINKS Evenbase.Com

#TruLondon platinum sponsor, and good friend to #tru, Jobsite UK, have just released their latest results from candidate and recruiter research, that tells an interesting story. I always value this research published each quarter, because it is conducted by an independent research company.  HPI,  conduct on-line research of 500 job seekers and 200 Recruiters, (split between corporate and agency.) The survey was conducted between October and November 2011. This post is my interpretation of the report, and some thoughts of my own. You can download the research on the link at the end of this post. The report is detailed and thought-provoking, and provides plenty of opportunity for discussion.

Thanks again Jobsite for sharing!

The Quarterly Recruitment Review.

Before going in to what the data tells us, I think it is worth noting that the research is taken from active job seekers who are being proactive in their job search. My experience of the businesses I’m working with is that an important part of attraction strategy needs to be targeted at those candidates labelled passive. Those that are probably still employed, (due to their skills being in demand), and it is this target group that is best approached through engagement and a social approach. I make this point not to discredit or rubbish the results, because I think they are important, but because it would be easy to underestimate the importance of a social approach based on the results. That said, the results illustrate why a balanced approach to recruiting is still important, to attract the passive (reached through social), and the active (reached through more traditional means.).
50% of the candidates who responded declared themselves as active in the job market, and 50% declared themselves as not active, but would consider a move over the next 12 months. I think that there is a third important category for recruiters to consider. That is those people who are not considering a move, and are content in their jobs. In my opinion, this is an important part of the market, given that hiring managers are increasingly looking for 100% fit. We also need to consider that many of the new jobs in the “knowledge” economy have not previously existed, and working people have evolved in to these roles in line with the changing demands of their employers, both in terms of skills and knowledge. Because these people are moving forward in their careers with their existing employers, they are less likely to be active, and in particular looking at job boards or advertising. This section of the talent pool are only likely to be reached through a strategy of direct sourcing or social engagement, to tempt them in to looking. They will also have very different needs in terms of content or relationship, perhaps taking an even longer term view. This section of the talent pool are not covered by the research, that said, this is only my opinion and i have no data to support it.
Equally, I think it is easy to underestimate the importance of employer branding, as an extension of corporate brand, and reputation in attracting talent now and in the future. There is nothing in the report to say why candidates choose one employer over another, other than the impact of one ad over another, and where the candidates have formed their opinions on employers. This may be much less important to candidates who are actively looking for a job, including those who are unemployed and driven by different needs, but it is an important consideration none the less, and central to a social recruiting strategy. What the report does tell us is that the number of candidates incorporating social in to their active job search is up to nearly 50% of those surveyed. This tells me that whilst this is not the principle approach to job seeking, there is an increasing appetite for social, and I don’t see this diminishing. Of equal interest and importance is the increase in candidates using career sites as a means of choosing target employers, following job opportunities and applying. This should be the wake up call for many companies to take another look at their career site and its growing importance as more than just a notice board for jobs.
For the first time since the research began in 2008, more advertisers are choosing job board advertising over printed media. This is not the story of job boards dying.

The key headlines:

> The mood among job seekers is continuing to look black, with a continued increase in the number of job seekers who feel less optimistic about their prospects looking forward. Only 23% of those asked felt more optimistic.
> S.M.E. businesses reported decreased hiring in the last quarter with a surprising growth in the S.O.H.O. (Small or home office environment) , now accounting for nearly 25% of hiring. That said, S.M.E.’s account for the highest % of hiring, narrowly ahead of corporate businesses.
> Employers are showing more confidence in the use of agencies for hiring, increasing by 4 points over the last quarter, though agencies have slipped from second to third choice behind on-line job boards and newspaper advertising. This is perhaps explained by the more pro-active approach taken by corporate recruiters, away from using agencies as a default setting. I would expect this trend to continue, along with a growth in social. Although the report shows minor use by employers, increased use by job seekers (up to nearly 50%), can only bring a growth in social recruiting by employers looking to capitalise.
> Recruiters are moving from using one job board to using multiple boards. This is perhaps explained by the reported increased difficulty in finding the right candidates. As talent gets harder to find, the recruiters are spreading the net, perhaps an indication of the need for recruiters to look at other methods of attraction including social recruiting, outside of the traditional newspaper/job board route.
> By contrast, job seekers are increasingly reducing the number of job boards they are using, with increasing numbers reporting using one board. The majority are still using multiple boards, but this is decreasing notably. As the report suggests, this is probably due to job seekers seeing repeat ads across a number of boards, leading to the decision to save time and just use one. The challenge for the job boards being the need to win unique advertisers and job seeker loyalty. This highlights the challenge the job boards face in providing the best candidate experience, and perhaps explains the increased spend by job boards on TV and similar advertising, and increased social media activity aimed at raising brand awareness and loyalty.
> The number one function for job seekers, as always, remains the opportunity to browse jobs in one place and environment. Ease of navigation and locating jobs is clearly the most important thing for job seekers, as it always has been, however, this is notably down this quarter to its second lowest ever figure. As the report suggests, this is probably due to the fact that job seekers are only interested in applying for jobs they know they can get. This is perhaps a symptom of job seekers getting worn down by rejection or lack of feedback, and choosing to concentrate only on jobs they are confident they can get. For recruiters this means being very specific about what you are looking for in job postings, making this easy to locate and catch the eye, with less attention to the “fluffy” detail favoured by many copy writers. This also perhaps marks the end of the practice of job seekers taking a “flyer.”
> Job notifications by e-mail are returning in popularity. There was a period of time where innumerable matching of offerings from many services amounted to spam,and this led to a decline in popularity of this service. perhaps the move to single job board use is also a factor in this. Using one job board only means less e-mails, but those received having greater relevance. What I take from this is the need for recruiters to ensure that any automated matching and filtering is accurate from a career site, leaning towards the talent network approach. This also means enough data needs to be collected and searchable at sign up. Any matching technology will only be as accurate as the data to match to. Recruiters should also be considering how they write and add jobs, with enough match points to ensure accuracy.Thekey point I take from this again is job seekers declaring “I want to hear about jobs I can get, rather than jobs I might want.”
> The 3 key factors in recruiters choosing which job board to use are price, as recruiters look to reduce cost per hire in any way they can,specialisation or reach to attract the harder to find candidates, and an active strategy to attract new candidates on to the board. This perhaps explains the increase in T.V. and social activity by the UK job boards, which is more than I can remember at any time. The research shows that this kind of activity is as important for client attraction, as candidate attraction, and is perhaps an important message for recruitment agencies that they need to maintain a high brand profile, aside from posting jobs.
> Regional profile also features highly, continuing the theme from previous research that local is the number one requirement for job seekers.This should be encouraging for regional boards and recruiters, and highlights the need to have a local brand, as well as a national or even global brand.
> Surprisingly, there has been a decreased desire for mobile or social features on job boards, despite significantly increased use of social channels by the world at large, witnessed by the significant growth in user accounts. Whilst engagement, mobile and interactivity is seen as important on career sites, and with individual recruiters, job seekers are less interested in these functions on job boards, perhaps related to the main attraction being the opportunity to browse, get jobs by e-mail and apply. Interestingly, this is in contrast to much of what the commentators are advising job boards need to do to avoid imminent death. I suspect the comments on mobile features relate to an assumption by job seekers that mobile compatibility, and ease of operation is standard now.For many, accessing job boards by mobile is the normal route to access, not considered any different to P.C. access, and only noticed when it is not possible.
> Recruiters report that the most important feature of any job board is a searchable C.V. database, preferring to pro-actively search for candidates, rather than advertise and wait. This again highlights the potential for developing sourcing skills outside of the job boards, and explains the increase in popularity of sites like LinkedIn, and in the U.K, C.V.Library. Despite the continuing rise in unemployment, the right candidates are still hard to find. The match needs to be 100% for both the job seeker and the hiring manager. With job seekers only applying for jobs they feel they are qualified for, and recruiter requirements in many cases being less defined, its easy to see the benefit to recruiters of taking the job to the candidate. This starts with the obvious places, like the C.V. database, and expand from there. Direct sourcing is becoming increasingly important for recruiters and is a skill, both in terms of technique and approach that needs to be developed.

Felix Wetzel

Once again, Felix Wetzel, the recently promoted Strategy Development Director at Jobsite, will be discussing this and other data in a track at #truLondon. It is a great opportunity to discuss real data and ongoing research from the leading UK job board. Anyone who knows Felix, knows that this will be as entertaining as it is informative. I’m grateful to Felix and Jobsite for the very open approach they take to data and sharing knowledge. This approach can only make recruiting in general better informed and effective.

This post is my interpretation and opinion on the research as it is presented. I urge you to download the report yourself, it’s free and available every quarter, and let me know what you think.

Bill

LINKS

Jobsite’s Quarterly Recruitment Review

Jobsite.Co.Uk

Felix Wetzel

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“4: Mark Rice – Andsome People.

A recent one for me. Mark has been running multiple social recruiting campaigns with real results. These are quite different (and I’d say above all simple) in approach. I have only noticed his work over the last 9 months, and he shared real case studies at #trulondon. I think his work rivals most others in this field anywhere.”

I first came across Mark via Twitter and the #Andsome hashtag. where he has been a daily contributor to the #SocialRecruiting hashtag. He has a sharp wit, which he is not afraid to share, and an opinion on most things from gaming through to employer branding and on-boarding.

Marks career, prior to co- founding Andsome People in 1998,  includes 2 years at Bernard Hodes as Creative Director, a year as Head of Art at MacMillian Davis and 2 years at Barkers as Art Director/Creative Group Head, his first post in the world of recruitment advertising.

I heard more about Marks work at #truLondon a year ago. Mark shared two brilliant story’s about social recruiting working with I.T.V. for script-writers and runners, and with Paul’s the Bakers for Managers and other staff. I think it was the Paul’s story that first made me realise that social recruiting didn’t necessarily mean on-line recruiting, it’s more of an approach and mind-set. I now incorporate much  of this thinking in to my work integrating social recruiting, and I always think, “What would Andsome do?”

The I.T.V. story was a recruiting project, firstly to hire script writers, but not from the usual places. The long running soap Coronation Street wanted to introduce new blood. Rice created Facebook groups to suggest story lines and how episodes could finish. He ran a competition to identify the best talent, and they hired from this pool.

To hire runners Andsome created and managed a twitter account, tweeting in to the hashtag streams of popular programs, with a link to an interactive page with the opportunity to apply. The work was simple, but brilliant, built around engagement, but more importantly got results.

The Paul’s campaign was different, but no less effective. Mystery shoppers were sent out to competitor establishments to spot those staff that offered exceptional customer service, in line with Paul’s own values. Once identified they were presented with a card thanking them, with a message added in invisible ink that was revealed when added to heat, with an invitation to connect. It was different, and it worked!

The Andsome Avatar

Since their inception, Andsome People have won awards in recognition of excellent work in social recruiting. Last week, at the RAD Awards, Andsome won in no less than five categories, for their continued excellent work with I.T.V. and restaurant chain ZiZi. Most notably, they won an award for a social recruiting campaign in a non-social recruiting category, taking social in to the mainstream. You can read the story of these campaigns (and others), in a five-part series on the Andsome Blog, linked at the end of this post.

This video (stolen from Apple) is my shout out for Mark Rice and Andsome People:

Today’s post and the first of my Sunday Shout Outs, is in recognition of the excellent work Andsome have done to prove that social recruiting need not be complicated, All of the featured campaigns took plenty of hours to deliver the engagement needed to make them work. A level of engagement that is only possible in the social channels, and mostly delivered out of hours. I’m hoping we can get Mark back to #TruLondon on Feb 22′nd – 23′rd to share more of these story’s. They are after all, only around the corner, so come on Mark, come and share.

I know that Mark Rice and Andsome will not be a stranger to most of the U.K. readers of this blog, but for anyone not familiar with them, be sure to check them out.

Bill

Links

The Andsome Blog

Andsome People

Mark Rice

ITV Experience

ZiZi Talent (Look at this one!)

The RAD’s Winners

John Sumser’s Influencer Project Interview

Bill

Over a few beers we came to a discussion about where the inspiration and ideas come from. When your doing innovative work and trying to do things differently, then it’s not always case studies or other peoples work that you want to follow. If you want to change things, you need a source of inspiration, and you can usually find it outside of recruiting. We quite often pat ourselves on the back for being clever and innovative in the recruiting sector, but to turn out the best work, you need to look at who uses the internet best. How do they use it and how do they make it work for them? If we can get our heads around what works, then we can make it work for us in recruiting.

Fuelled by a few shandy s, we concurred that the really successful Internet businesses were in the porn, sex and dating industries. They have been the first ones to adopt new technologies to their advantage, build communities around areas of interest and turn content viral. Concepts like live video streaming and one to one video booths have been in chat rooms for years, long before Google+ and hang outs. On line dating sites like match.com have been using profiling and matching technology for many years, turning it in to an art form that judging by the stats brings great success. This matching technology could be applied effectively to recruiting. New concepts like video interviewing and selection are old concepts in the dating industry.

The conversation with Paul might sound a bit crazy, but the more you think about it and make comparisons, the easier it is to see how far behind these sectors social recruiting is. Now that the basics match, what coming next, based on what we see from these sectors. (and I don’t venture too far inside even for research.) I’m told by a contact I have who works on adult websites that the big thing now is confidential content delivery and predictive content. Being able to deliver content across a variety of mediums, in particular mobile, and matching content, dates, profiles, video, whatever it is, that matches the viewers needs based on their past behaviour. These are the same things I know we are going to be talking about as the hot topics at #trulondon. Is dating and matching really that different? Think about what we can take from these sectors, and how we can apply them, just don’t expect to be able to expense the research!

Bill

Links

Paul Jacobs

“As many of you know, Arbita has experienced technical challenges with our posting platform over the last few years and, despite our best efforts, has been unable to fully resolve them. The technical complexity of the posting business is growing each year and Arbita does not have the resources to sustain the high quality of service [we] pride ourselves on delivering. Accordingly, I have decided to close the Arbita posting platform and assist clients in migration to a more robust posting platform.”

That platform is Broadbean, who in my opinion have made a smart move. It’s not the usual business deal, it’s thinking outside the box by Kelly J Robinson, Broadbeans CEO and Founder, and I applaud them.
What Broadbean have done is honour the Arbita contracts through their own platform, for the duration of the Arbita contracts. Without this offer, those clients would have needed to spend again with another provider. No money has changed hands. Broadbean have extended their service to these customers without any charge, and will no doubt need to invest time and money in to integrating them.

Robinson is quoted as saying:

” The responsibility we take from Arbita is the tech and time they owe to their current clients.

We see it as the right thing to do, when a customer is using a posting distributor, no matter who that distributor – no matterwhat the technology – if that customer’s needs are not being met, this affects the industry, the job distribution market where we reside.

Please know that while Arbita’s business has failed and their doors have closed, with their technical operations ceasing, Broadbean is here to assist clients by offering to fulfill the service obligation owed to OnePost clients. The greater good is realized.”

I understand that Broadbean may well win these clients when it comes to renewal time, but it would have been an easier route for any competitor to stand-off and try to pick the bones out of the remnants. Having met Robinson at #truSanFran, and knowing the history of the company well, I’m sure the “greater good” comment is much more than words. It would be good to see other companies in our space looking to do the right thing by those companies in similar circumstances. Isn’t this the type of business that you’d want to work with?

I don’t know if you’ve looked at Broadbean recently, but they have added a lot of new features over the last 18 months, that integrate the whole on-line and mobile space including social, and some fantastic analytics that help track whats working, to help in decision-making. When you consider the size of Broadbeans global client base, and total reach, the data available is one of their biggest strengths in media and channel selection.

Having been through my own business difficulties in the past, I wish Don Ramer and Arbita the best in rebuilding a future, and to Broadbean, I tip my hat to you.

Bill

LINKS

Broadbean

HRExaminer