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After reading Steve Boese‘s post “They don’t want a relationship, they just want an ‘Apply Now’ button” I’d second his conclusions as they match our findings at

The first step in our journey to becoming the UK’s best known online recruitment brand was an extensive piece of quantitative and qualitative research, that spanned over 10,000 respondents and 8 focus groups and involved advice and guidance from academics, brand practitioners and obviously our people. Here are some of the headlines:

  • 52% of the workforce dislike looking for a new job
  • Main reasons mentioned were lack of feedback, lack of sector knowledge by the recruiter and lack of appreciation of the needs of the job seeker.
  • 37% of the UK workforce currently don’t enjoy work
  • 47% would like to change industries
  • 30% of workers would resign if offered a more enjoyable job
  • 26% are motivated by salary increases and 23% by promotion
  • 31% claim to know where they want their career to go – just not how to get there
  • 60% do not think their current job offers long-term career prospects
  • 23% are stuck in a job they dislike
  • More than one in four jobhunters rate knowing what to say in an interview as one of the major challenges in getting a new job

All in all, searching for a job is perceived as being really tedious. It’s a lot of hard work, the onus is on me, I’ve got to commit a lot of time to sift through loads of jobsites and jobs to find the right thing for me in the right area at the right salary. It’s a nightmare but I guess I have to do it. It’s a frustrating process and I’m not really in control.

That was the first step, because knowledge only becomes truly powerful if you do something about it. Besides building our brand around the essence of  “We help you plan your worklife, so your whole life works better” and our communication around the positioning of  “Our job is searching for your job”, we also launched a number of services that have altered the job seeking process. Every time I read a post like Steve’s or Matt’s it reminds me that we’ve already made some big steps into making job hunting just a little less frustrating and that we are innovating on a daily basis.  These services are used daily by thousands of job seekers but we haven’t reached our influencer set yet.

RecruitRank – candidates are given the option to rate recruitment agencies on four criteria (overall impression, feedback, sector knowledge, and understanding of needs). Job seekers love it and recruiters who use this free research and real time feedback to increase their business performance thrive. Now in its fifth year, we celebrate the outstanding performance of recruiters at the RecruitRank awards.

Jobsite Personal Profiles – based on Spiral Dynamics, the job seeker can find out his/her stage of development and therefore understand what company would suit them best. Every job seeker receives four specific questions (based on their profile) that they should ask at interview with an idea of the response they should be looking for from the employer, so they can make sure that there’s a cultural fit between them. So far over 100k job seekers have taken this up.

BeMyInterviewer – using our interactive videos, the job seeker can practice and perfect their interview technique with the help of leading industry professionals. The candidate also receives valuable and practical advice to prepare for the toughest questions and interview scenarios they are likely to face. The interviewers are from organizations such as Shell, O2 Telefonica, Royal Navy, Accenture, Virgin Atlantic, to name just a few. So far 2.8m videos have been viewed.

Recommended jobs – we introduced this before the term “crowd sourcing” existed – it ultimately uses data intelligently by recommending jobs based on the application of people that applied for the same job. It’s always incredibly accurate and drives around 8% of applications.

For me, the most important reminder of it all is that we are dealing with people. Recruitment at its most basic is about people, and the processes and technologies are only here to make the job seeking and finding process more convenient for the individual. If you look at it from this angle, the success criteria also change to how many people have received an interview and how many people have found a job. So far, 1 in every 20 job changes in the UK happen due to Jobsite.

At the end of the day, however, it’s feedback like this that drives the real satisfaction of working for Jobsite and in our industry and provides the energy to permanently innovate:

“I just want to say thank you. After nearly a decade in my current job, being a single mum, and redundancy threatening, I was panicking. I felt over the hill and out of the game, but I had an interview this week, my second since I began searching, and I landed the job the day after. It’s a dream position for me and I’m pinching myself.

My thanks to you is because with your help I rewrote and redesigned my CV, and after spending some time with Duncan Bannatyne and Keith Potts, I not only gained some virtual interview experience, but at least half a dozen of their questions came up on the day, and I consequently breezed through them.

I have been telling everyone about your help, so thank you. You really have helped me to this achievement. I can’t thank you enough for the foresight of some of your website inclusions.” July 2010

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