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When developing any type of website or software application. Too often you get stuck at the magical 90% completion mark. 90% does not equal 100% satisfaction for any client. We have all been in these situations and Zurb has put together a quick
6 Tips to Avoiding Website Roadblocks blog post.
- No clear deadline. Although it's a simple concept, many companies have trouble staying on track. Instead of letting problems grow over time, reevaluate progress each week and make adjustments ahead of an impending disaster three months down the road.
- Perfection. The site is never going to be completely right. Push it live and learn from customers.
- Unclear goals to launch. Finish lines need a tangible end point. If the team doesn't know how to win, then it's going to get stuck in circles chasing idea
- Poor project planning. "The easy Photoshop button," "the site that magically fills itself with content," or the "engineering problem that is no big deal." We've all heard (or made) these comments, and they never end well. Pull your team in early and ask tough questions— it's not going to get easier in the middle of the project!
- Lack of engineering thinking. Websites are moving bits, not dynamic ad boards. The engineer you see as not being a team player probably has a few reasons why the answer is "that won't work"— find out what they are. Look for ways to incorporate engineering thinking into the early phases of a project.
- No interface talent. Those pages aren't going to just suddenly come together by themselves. Make sure your team is stacked with people who understand how to construct web pages, it's fundamental to a successful web project.
Article URL: http://www.recruitmentdirectory.com.au/Blog/tips-for-avoiding-website-roadblocks-a376.html
Article Tags: website development recruitment websites software projects client satisfaction zurb.com zurb tips for avoiding website roadblocks 
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Australian Job Board Statistics measuring the total unique browsers during May 2010. Data source - Nielsen NetRatings. SEEK 3.998m, CareerOne 1.610m, MyCareer 1.338m
Article URL: http://www.recruitmentdirectory.com.au/Blog/australian-job-board-statistics-may-2010-a375.html
Article Tags: job board statistics job board report may 2010 careerone mycareer job board seek nielsen netratings View Comments (1)
It was only a matter of time before Australian job boards start integrating with the LinkedIn API. We have discussed utilising the LinkedIn API a number of times previously.
When a candidate applies for a role. They can attach their LinkedIn profile by clicking on a button to authorise the job board to pull their profile contents into the application form (auto fill) or attach the candidates resume as PDF etc.
This kind of feature will become standard across all job boards over the coming years. You can view my implementation and also another example by
Jobping below.
Once the user has authorised the website application, the users LinkedIn resume will attach to the application form.
Article URL: http://www.recruitmentdirectory.com.au/Blog/apply-for-a-job-by-attaching-your-linkedin-profile-a374.html
Article Tags: linkedin api job board jobping jobping.com application autofill View Comments (0)
It's not often you see funny job ads in the paper. But in this weekend’s edition of The Age/MyCareer, (amongst the plethora of ads promoting their iPhone app) I came across a funny job ad by Fusion Workforce.
At Fusion we value people who are: Bloody Funny (we are), Grounded (not by your mum), Confident (FIGJAM), Accountable (just do it), Honest (no BS), Friendly & Infectious (not contagious), Committed (BYO straight jackets), Focused on Health & Well Being with a strong sense of self (No weed smoking hippies) AND most importantly you don't take yourself too seriously, as you can see we don't. Fusion Workforce, you win the job ad of the month. Well done.
Article URL: http://www.recruitmentdirectory.com.au/Blog/no-weed-smoking-hippies-a373.html
Article Tags: funny job ads fusion workforce fusionworkforce.com.au job ad of the month job board mycareer View Comments (3)
The most common method job boards use to accept payments is via a credit card. If you accept, process or store credit card information, you have to accept the responsibilities of being PCI compliant.
The
Payment Card Industry (PCI) Data Security Standard (DSS) is a security standard developed with the objective of securing cardholder data. Any organisation that stores processes or transmits cardholder data must be compliant with all requirements defined in the
PCI DSS.
The PCI DSS covers a range of security related controls in an organisation necessary to protect card and cardholder data. PCI DSS controls include network architecture, access control measures, data storage, encryption and the existence and implementation of policies and procedures.
Compliance is a large responsibility and it may requires a large amount of resources, tools and technologies to become and then stay compliant.
All merchants fall into one of four merchant levels based on payment card transaction volume over a 12-month period. Nearly all job boards will fall into the Level 4 classification. The applicable PCI DSS criteria are as follows:
Level 1 - Visa and MasterCard World Wide transactions totaling 6 million and up, per year, and any merchants who experienced a data breach.
- Annual on-site data security assessment
- Quarterly network scans
- Annual external/ internal penetration tests
Level 2 - Visa and MasterCard transactions totaling 1 million to 6 million per year.
Level 3 - Visa and MasterCard e-commerce transactions totaling 20,000 to 1 million per year.
- Annual PCI self-assessment questionnaire
- Quarterly network scans
- Annual external / internal penetration tests
Level 4 - Visa and MasterCard e-commerce transactions totaling 1 to 20,000 per year.
In short, PCI DSS requirements are applicable if a Primary Account Number (PAN) is stored, processed, or transmitted. If a PAN is not stored, processed, or transmitted, PCI DSS requirements may not apply. The table below is not extensive, but is presented to illustrate the different types of requirements that apply to each data element.
There are five phases that need to be satisfied to achieve PCI compliance: assessment, design, deployment, management, support and education. A business needs to successfully conquer all of these phases to achieve compliance.
Build and Maintain a Secure Network
- Requirement 1: Install and maintain a firewall configuration to protect cardholder data
- Requirement 2: Do not use vendor-supplied defaults for system passwords and other security parameters
Protect Cardholder Data
- Requirement 3: Protect stored cardholder data
- Requirement 4: Encrypt transmission of cardholder data across open, public networks
Maintain a Vulnerability Management Program
- Requirement 5: Use and regularly update anti-virus software
- Requirement 6: Develop and maintain secure systems and applications
Implement Strong Access Control Measures
- Requirement 7: Restrict access to cardholder data by business need-to-know
- Requirement 8: Assign a unique ID to each person with computer access
- Requirement 9: Restrict physical access to cardholder data
Regularly Monitor and Test Networks
- Requirement 10: Track and monitor all access to network resources and cardholder data
- Requirement 11: Regularly test security systems and processes
Maintain an Information Security Policy
- Requirement 12: Maintain a policy that addresses information security
Organisations are contractually required to be compliant with the PCI DSS (through their contract with the card schemes or their acquiring bank). Failure to validate compliance on an annual basis may lead to fines, penalties, increased transactions cots and potential the inability to process credit cards.
Article URL: http://www.recruitmentdirectory.com.au/Blog/is-your-job-board-pci-dss-compliant-a372.html
Article Tags: pci dss job board compliance payment card industry data security standard credit card payments security visa mastercard pci dss access controls View Comments (1)
Recruiters who pay $ to post jobs on Twitter are twits! You can post your job manually, via RSS feed or through your existing multi-posting provider/ATS. There is no need to pay a separate fee to post your jobs to Twitter.
In case you missed my presentation at RecrutTECH on
Twitter, Facebook, Recruitment & Integration or the webinar of
Using Twitter for Recruitment, I covered the various methods you can use to post your jobs on Twitter.
Article URL: http://www.recruitmentdirectory.com.au/Blog/do-not-pay-to-post-your-jobs-to-twitter-a371.html
Article Tags: twitter social recruiting social media job posting ats using twitter for recruitment View Comments (10)
MyCareer has released their much anticipated iPhone job search application to the Australian marketplace. The iPhone app has all the standard bells-n-whistle job board functions - search jobs, view job, shortlist, email and a few other surprises including
- Ability to search multiple sectors and multiple sub-sectors in the same search
- Add/save notes next to each job
- Register/Log into your existing MyCareer/Fairfax user account to pre populate the application process and sync your iPhone app shortlist with your existing account.
The app faces the same problem that all other iPhone job search apps have. What happens when the job has an external application form for users to fill out? Not to worry they have included the ability to email the job to your inbox to complete the process on the desktop.
Overall, the iPhone app has a clean UI and is easy to use. I am very impressed by the sync function, and multiple search options. Well done.
Article URL: http://www.recruitmentdirectory.com.au/Blog/mycareer-iphone-app-a370.html
Article Tags: mycareer mycareer.com.au mycareer iphone app iphone job search shortlist jobs sync shortlist job board add notes mobile recruiting mobile recruitment View Comments (6)
I hate supporting old internet browsers. Listen up fellow webmasters, job boards and solution providers. If you spend hours designing your site to work perfectly in IE 6, you’re taking away any incentive from slow adopters to drop their old browser. Take a stand and insist your users upgrade to the latest browser versions.
Google revealed earlier this year they would cease supporting IE 6 in a
blog post "The web has evolved in the last ten years, from simple text pages to rich, interactive applications including video and voice. Unfortunately, very old browsers cannot run many of these new features effectively. So to help ensure your business can use the latest, most advanced web apps, we encourage you to update your browsers as soon as possible."Numerous other job boards and solution providers already insist to their clients for the best possible experience with our site/application you should use the latest browsers.
So what do you do when a user visits your site using an old browser? Inform the user that you no longer support the browser they are using, and suggest alternatives.
- Microsoft Internet Explorer 7.0+
- Mozilla Firefox 3.0+
- Google Chrome 4.0+
- Safari 3.0+
There are many different browser detection scripts available that can be integrated with your website. Here are some examples from CareerOne/Monster and SEEK
It's time to cut the fat.
Article URL: http://www.recruitmentdirectory.com.au/Blog/cut-the-fat-if-you-still-use-ie-6-its-time-to-upgrade-a369.html
Article Tags: cut the fat internet browser ie 6 browser detection microsoft internet explorer mozilla firefox google chrome safari job board recruitment website View Comments (4)
Governments across the world are starting to make public sector information available to increase their openness and transparency by publishing raw data online. By having publicly available data sets, it stimulates innovation and leads to economic benefits by allowing researchers to perform their own analysis and developers to create useful applications.
The New Zealand Government's State Services Commission (SSC) has released data collected from the Human Resource Capability (HRC) survey which gathers annual data on all staff in Public Service departments. The report includes a wide range of information relevant to
Human Resource Management, Equality and Diversity The information dates back as far as 1913, although most of the tables show trends between 2001 and 2009. In summary, the dataset contains the following information. You can find other NZ Government data sets at
http://www.data.govt.nz/At department level:
- Full time equivalent (FTE) staff numbers between 2000 and 2009.
At Public Service level:
- Staff numbers (headcounts) between 1913 and 2009
- Staff numbers by gender between 1994 and 2009
- Staff numbers by agreement type (collective or individual) between 2001 and 2009
- Staff numbers by agreement term (open/permanent or fixed term) between 2001 and 2009
- The number of full and part time staff between 2001 and 2009
- The number of staff by age (5-year groups) and gender between 2001 and 2009
- The number of staff by age (5 year groups) and ethnicity between 2001 and 2009
- Turnover rates between 2001 and 2009
- Turnover rates between 2001 and 2009 by gender, ethnicity, length of service, age, and region
- Equality and diversity data between 2001 and 2009.
Article URL: http://www.recruitmentdirectory.com.au/Blog/nz-public-service-workforce-data-a368.html
Article Tags: data.govt.nz nz public service workforce data statistics dataset human resource capability public service employment public service staff numbers state services commission gov2.0 View Comments (2)
Australian Job Board Statistics measuring the total unique browsers during April 2010. Data source - Nielsen NetRatings. SEEK 3.769m, CareerOne 1.527m, MyCareer 1.265m
Article URL: http://www.recruitmentdirectory.com.au/Blog/australian-job-board-statistics-april-2010-a367.html
Article Tags: job board statistics job board report april 2010 careerone mycareer job board seek nielsen netratings View Comments (1)
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Project planning is essential and we have found that deadlines can be pushed out-many times with good reason.
Great tips, Thomas, and thanks.