Category Archives: job boards

Recruiting for the Cloud

Millions of people around the world use Amazon to find everything from light bulbs to rare works of art. Now, thanks to a new service offered by the Seattle-based behemoth, companies will soon be going to Amazon to find and recruit cloud engineers.  The Seattle-based company’s AWS Educate division will be offering free, self-paced  online courses and learning modules through its new Cloud Career Pathways program. Students who successfully complete the offerings will be matched with relevant internships and job openings via the AWS Educate Job Board, which in addition to Amazon itself features employers such as Cloudnexa, Splunk, Instructure and Udacity.

“We built AWS Educate with a vision of helping to cultivate a cloud-enabled workforce,” said Teresa Carlson, AWS vice president for worldwide public sector, in a statement. “We’ve designed Cloud Career Pathways that will help students get targeted experience and skills, and placed those side by side with relevant jobs from some of the most in-demand technology employers today.”

TechCrunch’s Ingrid Lunden notes in a post that Amazon’s move could make it a potential competitor to LinkedIn, which is using its acquisition to offer training in areas such as coding to professionals looking to acquire more skills. Amazon’s decision to offer the courses for free fits with its overall business model, Lunden writes, in which it “prices competitively — or not at all — to bring in more users, who either represent a sizeable revenue opportunity in aggregate, or (in free cases) lead to the potential of paying for other goods and services down the line.”

The Cloud Career Pathways are aligned with four over-arching “job families”: cloud architect, software developer, operations-support engineer, and analytics and big-data specialist, says Amazon. Each pathway includes a minimum of 30 hours of content designed to build core skill sets across the four job families. Once they’ve successfully completed the coursework (delivered via instructional videos, lab exercises, online courses, whitepapers and podcasts), the students will receive badges and certificates that appear on their AWS Educate profile, which they can use in their job applications. They can also apply directly to jobs and internships posted on the AWS Educate Job Board, says Amazon.

Demand for Cloud-Computing Skills is Skyrocketing

Would you believe more than 5,000 cloud-computing jobs were posted online in the United States in February, up 92 percent versus February 2011 … and (get this!) 400 percent compared to February 2010?

Believe it, say the folks at WANTED Analytics, the New York-based provider of business intelligence for the talent marketplace. They say this cloudburst (my word) is creating such a huge gap between hiring demand and talent supply that it’s getting harder and harder to source cloud-trained candidates.

One interesting part of the release announcing this is the distinct regionalization going on in the demand. More than 900 job ads in San Jose, Calif., included requirements for cloud computing, growing 144 percent over the past year. Other metropolitan areas with high demand for cloud skills are Seattle, Washington (D.C.), San Francisco and New York. (The highest year-over-year growth was in San Francisco, at 150 percent.)

The timing of this release couldn’t be better for me, actually. Right now, I’m working with five HR academicians and experts to try and put together a list of the top 25 HR milestones in the past 25 years, which will appear in our 25th anniversary issue in May. (Yes folks, Human Resource Executive® is turning 25 this year. Another amazing fact to fathom.)

Interestingly, this news on cloud-skills demand really helps seal one of the possible milestones several of us came up with: the evolution of HR to the cloud and Software-as-a-Service. Actually, looking at these numbers, maybe “evolution” isn’t the right word. Perhaps “explosion” would be the better choice.

Job seekers Vote on Best Job Boards

For the eighth year, Peter Weddle has surveyed  thousands of jobseekers to find out which job boards they like best. The top 30 vote-getters — among 150,000 job boards and social media sites — were selected as the Weddle’s 2012 User’s Choice Awards.

Weddle — who also conducts research designed to identify best practices in online recruitment and job search as well as publishes guides to employment sites — notes that the poll is not scientific, but does indicate intensity of support among users. Ten of the winners are all-purpose sites, while 20 are niche sites that specialize in a particular career field, industry, geographic location or personal attribute.

“We believe customers count most,” he says. “While pundits will always have their favorites, it’s the people who use the sites who really know which are the most helpful.”

Two dozen of the winners are repeats from the previous year — with the first-time winners being,;;; Net-Temps and

The return winners are Absolutely Health Care;;;;;;;;;;;;;;; HealtheCareersNetwork;;;;; National Healthcare Career Network;;; and




Fighting Unemployment Discrimination via Facebook

Facebook has become a social-recruiting player yet again, this time in the form of one software provider’s campaign to end discrimination against the unemployed, as this story details.

The provider, Smart Recruiters, calls it the “Unemployed, Please Apply” campaign, accessible through its Unemployment Movement Facebook page. The title is a take on “Unemployed Need Not Apply,” a message that has been explicitly stated in job advertisements and is now under investigation by the U.S. Department of Labor, the Equal Employment Opportunity Commission and the National Employment Law Project.

The campaign is asking that businesses visit the page and pledge their commitment to interview at least one unemployed candidate for every job opening. SmartRecruiters, a free-recruiting-software provider headquartered in San Francisco, says this problem is very real. According to a recent survey it conducted, 82 percent of recruiters, hiring managers and human resource professionals confirm that “discrimination against the unemployed is a reality.”

The survey also reveals 55 percent who say they have “personally experienced resistance when presenting a qualified, yet unemployed, candidate” and 53 percent who see unemployed job seekers as “unemployed for a reason” or “probably not qualified.”

Further proof of this discrimination can be found in this July 19 Leader Board blog post by Andrew McIlvaine, based on an analysis of job ads by NELP.  

“There is an unwritten rule that unemployed candidates just aren’t qualified,” says SmartRecruiters CEO Jerome Ternynck. “Not only is this bad business; it’s also unfair and needs to stop … .”

Last month, I blogged about Facebook’s announcement of a joint project with the U.S. Department of Labor called the “Social Jobs Partnership,” a Facebook page where job seekers could find a plethora of job openings and information from a host of organizations committed to putting America back to work.

“I am very disturbed when I hear that employers don’t want to even look at resumes of people who have been out of work for six minths or just [are] unemployed,” DOL Secretary Hilda Solis said at the partnership’s announcement. “It’s as though people have created this problem themselves, and that’s just not true.”

What do you think? You think you might take this new pledge plunge?

HR Bloggy Goodness

For some post-candy, pre-turkey goodness, we’ve got a lot of interesting — let’s even say, colorful, since we still have some beautiful fall foliage here in the East — blog posts for you to read from this, our first hosting of the Carnival of HR.

I was putting this together while listening to tunes on my iPod, thus the subheads, which are all songs — although only one of them is on my playlist (and it’s probably the one few of you know; hint: it’s by Randy Newman).

Since this is the season, I guess the first post should be about the flu. Nancy Saperstone of Insight Performance’s Workplace of Choice Blog points out HR’s vital role in keeping employees healthy and productive.

Speaking of vital roles, should HR be skilled at gathering information on competitors? Mark Stelzner at Inflexion Advisors offers up some thoughts — but no simple answers — on capturing competitive intelligence.

Maybe it’s a cultural thing, like respect. John Hunter at Curious Cat Blog writes about practical ways to respect co-workers and colleagues, while Ian Welsh at HR Toolbox says employee relations is the key to HR success.

 Everybody’s Talking at Me

Tim Gardner at the HR Introvert explores the “cult” factor in a company’s culture and Doug Shaw at Stop Doing Dumb Things To Customers just wants to sing about work and not in a good way, as evidenced the title, Crap Engagement.

Maybe you’re not into singing your heart out, but still want to communicate? Steve Roesler at All Things Workplace suggests you take your communication cues from your audience and “meet people where they are.”

One critical skill, writes Trish McFarlane of HR Ringleader, is mastering the art of negotiation — and she offers some practical tips to successfully enhance that competency, while Jennifer V. Miller at The People Equation writes that HR’s role in the workplace is similar in ways to curating an art competition.

 Leader of the Pack

Moving from the art world to the workplace, Wally Bock at Three Star Leadership writes that managers must enjoy enabling workers — if they are to be effective at their jobs. Want much more detail? Tanmay Vora at QAspire Blog provides 25 ways to effectively facilitate business strategies.

To create high-performing organizations, Laura Schroeder at Working Girl offers a list of questions that HR should ponder before making any workforce decisions, and Jon Ingham at Strategic HCM writes about human-centric management.

Humans are not created equal, I guess, as Ben Eubanks at upstart HR looks at some gender preferences for male and female bosses.

There’s also a difference, writes Dan McCarthy at Great Leadership, between leaders and managers. And there’s a difference between good succession plans and bad ones, writes Lois Melbourne at Aquire Blog.

Lonely at the Top

Carol Morrison at i4cp’s TrendWatcher writes about leadership competencies — and if companies are taking aim at the right ones or missing the target altogether — while Mike Haberman at Omega HR Solutions explores five powerful leadership lessons.

One of those lessons, writes Linda Fisher Thornton of Leading in Context, should point out the important reasons to engage in social media.

We can segue from there into HR technology, which is where Naomi Bloom at In Full Bloom puts on her turban and does an imitation of Carnac the Magnificent by providing answers to 2011’s unknown questions. (Full disclosure: I met Johnny Carson once and she doesn’t look anything like him!)

 On The Road Again

John Sumser at HR Examiner, on the other hand, did an imitation of a nonstop traveler, and even though it lasted only seven weeks, it pointed him to some insights about mobile recruiting.

The insights offered up by Paul Baribeau at Workplace Tribes Blog involve those impacting HR strategies at a game development start-up.

Paul Smith at Welcome to the Occupation says HR can do better when it comes to recruiting disabled job candidates; Joe Jones at The Rainmaker Group’s Maximize Possibility Blog says ditto about leveraging the sales-talent selection process; and Mike McCarty of Safe Hiring Solutions says ibid on adding value to employment background checks.

We will close out this section on recruiting with an infographic from Joseph Fung at Tribe HR, exploring whether job boards matter anymore to the recruiting process and we’ll close out this issue of Carnival of HR with a blog post by Lynn Dessert at Elephants at Work on the importance of saying thank you.

So, thanks to everyone who participated in this Carnival of HR — and to everyone reading this. I hope you find this HR bloggy goodness is something to sing about.

And while you’re here, please scroll around The Leader Board. Some of our recent posts include this report from The Conference Board’s Human Capital Metrics Conference; the induction of three new Fellows as well as the induction of IBM’s Randy MacDonald as a Distinguished Fellow of the National Academy of Human Resources; and a bit of Romance, HR-Style.

CareerBuilder and Warren Buffett will Meet to Try and Solve Jobs Crisis

Interesting meeting set for tomorrow. Worth a mention. It appears CareerBuilder’s CEO, Matt Ferguson, and other company executives will be sitting down with American business magnate Warren Buffett, chairman of Berkshire Hathaway, to try and jump-start America’s economy, skilled-labor force and job growth. Tall order.

This release about the meeting tags it as “part of both CareerBuilder’s and Warren Buffett’s ongoing conversations with U.S. business and political leaders to figure out ways to get America back to work.”

As Ferguson puts it: “We have a common mission and are excited to share ideas and perspectives with Warren Buffett.

“We have industries such as healthcare and information technology producing jobs in strong numbers,” he says, “but can’t find enough qualified people to fill positions — putting continued growth in jeopardy. We have other industries unable to bring back employment to pre-recession levels.

“We need to devise better ways to expand small businesses, ‘re-skill’ workers and re-energize Americans’ confidence.”

The folks at CareerBuilder promise to fill me in on any news or decisions that may come out of this — which I will, in turn, post here.


SHRM Enters Into Yet Another Website Venture

It’s getting hard to keep up with dealings that either affect or involve the Society for Human Resource Management. The latest is this announcement today that SHRM and are forming an alliance that, as the release states, “seeks to inform employers and students about the benefits of experiential education and to provide cutting-edge tools and resources to optimize the process.”

As part of the alliance, it says, has developed a dedicated microsite accessible to SHRM employer and student members so they can directly search for and connect to each other for free. SHRM and will collaborate, it says, to ensure that student members are aware of the new resources.

That’s followed by respective pats on one another’s backs by Robin D. Richards, chairman and CEO of, and Henry G. Jackson, interim president and CEO of SHRM.

“SHRM is the most respected and influential human resource management organization in the world … ,” Richards says.

Says Jackson: “For students seeking a career in HR, internships provide valuable practical experience and an advantage in the search for a first professional position,” Mr. Jackson said. “SHRM’s new alliance with will help provide important resources to those entering the HR profession.”

What feels a bit dizzying about all this is the still-unresolved dot-jobs-universe fight between the latter’s creator, Employ Media (which worked in conjunction with DirectEmployers Association to create that domain and was sponsored in that effort by SHRM), and the Internet Corporation for Assigned Names and Numbers, which filed a breach-of-contract against Employ Media all the way back in February, claiming Employ Media’s issuance of thousands of demographic and occupational dot-jobs sites was in direct competition with the job-board world and in direct oppostition to its stated purpose under ICANN’s contract. Told you it was dizzying.

Hard to say where all that stands, or is headed. In this April 21 statement, posted on the News Blaze site, The .JOBS Charter Compliance Coalition basically chastizes ICANN for not holding Employ Media’s feet to the fire over its initial 30-day shutdown threat in its initial Feb. 27 notice or its first extension to April 15. It further demands ICANN settle the matter or shut the dot-jobs universe down by its latest May 6 extended deadline.

Most recently, three days before that last extension, Employ Media comes out with this announcement, posted on, saying it is filing for formal arbitration from ICANN so it can argue all the finer points of what it claims was ICANN’s “lengthy and thorough process that [it] utilized in approving Employ Media’s plans … .” No date for that has been set yet, it seems.

SHRM’s new recruiting service for employers and interns certainly appears to be a nice change of scenery.

Dot-Jobs Universe Expands, This Time to Help Vets

Not exactly the same tenor of complicated and controversial dot-jobs-universe stories we’ve been reading — and writing — of late.

(Here, in fact, are our two recent mentions of the fracas between Employ Media and the International Corp. for Assigned Names and Numbers: one on HREOnline and the other on this site. The brouhaha surrounds a breach-of-contract notice filed by ICANN against Employ Media, based on the latter’s allowance of thousands of .job sites with occupational and geographic descriptions instead of just company names. Company designations only was the initial intent when .jobs was created by Employ Media — partnering with DirectEmployers Association — and sponsored by the Society for Human Resource Management. The latest update, posted last week by John Zappe of, says ICANN has extended the March 28 deadline given to Employ Media and the other parties to work out a solution and/or for Employ Media to cease operating its .jobs universe, which now contains thousands of new .jobs job boards. Looks like the extension was for two weeks, which would have taken us to yesterday. It seems ICANN is granting additional time, as needed. Told you it was complicated.)

Now my real reason for posting, and the subject of my first sentence, is this April 6 release from DirectEmployers Association announcing a new program that will add 5,800 dot-jobs domains to the dot-jobs universe to help returning veterans and their families find work. The release mentions nothing about the breach notice or extended deadline.

It does say the program will provide military personnel and their dependents access to more than 860,000 employment opportunities from more than 90,000 employers nationwide, using the Military Occupational Classification Crosswalk. Transitioning military can enter their MOC plus .jobs into their browser to locate civilian occupations requiring the same or similar skills as their previous military jobs.

The release quotes Tom Embrescia, chairman and CEO of Employ Media: “This new effort to assist our veterans and their families is further demonstration of the value and benefit of the .jobs platform,” he says. ” … This is a great program for the entire human resource community as well as our transitioning military and their families.”

A commendable move, not to mention a most effective diversion from the fracas.