CareerBuilder Can Do For You What You Should, But Haven’t

CareerBuilder unveils a new service today for harried recruiters who know they should have a talent network, but just haven’t found the time to organize things the way they want.

CareerBuilder’s new Talent Network does it for you. It’s pretty much a turn-key service that takes your branding, your look and feel, your jobs, and creates a site, optimizes jobs, and provides a versatile link  that invites jobseekers to join your network and start getting personalized job posts. Recruiters get a searchable pool of candidates, and a way of keeping in touch with them, and with all those other candidates now languishing in your ATS.

If this sounds like something you could do for yourself, it is. And if you have already done all the heavy-lifting to make it happen, pat yourself on the back. But from my conversations with recruiters and vendors, doing it yourself  — from the planning to the ATS customization, to implementing it in a way that automates all the routine work — is  so much effort that making it happen is far down the priority list for most employers.

Which is one reason Hope Gurion, CareerBuilder’s chief development officer, says the new service can be a “game-changer” for many employers. “A talent network,” she explained during a quick demo of the new service, “helps you capture active and passive candidates from multiple sources.”

Here’s how: A potential candidate spots an interesting opportunity on your Facebook page. Or maybe she hears about it from a friend who forwards a post, or… You get the idea. If she’s not ready to apply just yet, she can join your talent network simply by clicking the button and answering a few (a very few) questions. (Gurion calls it “lightweight registration.”)

Your prospect can choose to upload a resume or not. Gurion says that during the beta testing no fewer than 60 percent of the registrants do. Even if your candidate doesn’t, CareerBuilder can use her name or email address to search its own resume database for a match, finding one 30-50 percent of the time.

Using the resume and learning her job interests by seeing what kinds of jobs she clicks into, CareerBuilder’s Talent Network now sends your newly enrolled prospect customized job opportunities.

Because so many millions of seekers already have resumes uploaded to CareerBuilder and are cookied, Gurion says that during the testing period something like 40 percent of the visitors to beta client’s Sunrise Senior Living site found job listings already personalized to them. To get the alerts and notifications, these visitors would still have to opt-in to the talent network. Many do.

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What’s more, you can upload all the candidates in your ATS to the talent network, giving a second life to all those resumes you promised to “keep on file.”  You can search your talent network for candidates fitting certain particulars, creating a pool to which you can send customized emails.

The talent network service doesn’t replace a corporate career site. It works with it, though it appears the job listings could supplant that part. While jobs are personalized to the individual site visitor, they can still search the entire inventory. Plus, CareerBuilder automatically extracts some key elements adding them to the header, improving their positioning on search engines.

Gurion also pointed out the added value of the analytics. Besides the usual data on source of visitors, and the conversion rate for the talent network, the Talent Network has the ability to segment visitors by the types of jobs they seek, their geography, and some other relevant demographics. That’s useful information if, like Sunrise, you hire people for a variety of jobs in different parts of the country. Spotting an imbalance in your pipeline lets you make adjustments to your advertising and marketing program in time to avoid problems.

The service doesn’t come cheap. Figure on $100,000 to $150,000 in the first year for set-up, licensing and so on.

John Zappe is the editor of and a contributing editor of John was a newspaper reporter and editor until his geek gene lead him to launch his first website in 1994. He developed and managed online newspaper employment sites and sold advertising services to recruiters and employers. Before joining ERE Media in 2006, John was a senior consultant and analyst with Advanced Interactive Media and previously was Vice President of Digital Media for the Los Angeles Newspaper Group.

Besides writing for ERE, John consults with staffing firms and employment agencies, providing content and managing their social media programs. He also works with organizations and businesses to assist with audience development and marketing. In his spare time  he can be found hiking in the California mountains or competing in canine agility and obedience competitions.

You can contact him here.


9 Comments on “CareerBuilder Can Do For You What You Should, But Haven’t

  1. @Ginger indeed! Just to add, this “game changing” service is already being provided by “we are hiring” facebook app , launched by earlier in the year and yes it does not come with such a heavy price tag!

  2. Hmmm. For $150,000: you could hire 7 40hr/week virtual phone/internet sourcers for a year.


  3. I remain surprised that the cost of a permission e-mail marketing list is so high. This same solution can be accomplished in Access or Excel, yet the market inappropriately places a high value on this sort of a solution. They are NOT offering a “talent community;” it is a spreadsheet.

    By definition, a community is social and involves two-way interaction between the parties. A social talent community facilitates collaboration and sharing of information. It involves people conversing and working together to solve problems, meet goals, share opinions, and ideas. Social engagement such as this makes people feel included and compelled to contribute positively to the betterment of the whole community.

    Qualified job seekers who respond to a job posting want to connect with a company. They responded to a job posting because they were genuinely interested in working for the company. A true talent community provides a platform for two-way communication, tracking and documenting interactions and progress in the recruitment process. By more effectively engaging prospective candidates and the job seeking community, a company strengthens its employment brand.

    I applaud players in this market who are trying to innovate, but there are far more superior solutions available at a fraction of the cost. I recommend reviewing Cachinko ( From what I’ve seen, it is one of the most advanced and complete recruitment marketing technologies available, and to my knowledge, it is the only company that effectively achieves the objectives of a true social talent community, as outlined above.

  4. It shows that there is room for products that simply make it easier for people to do things that they already can do.
    As long as you add some structure, save some people’s time and make something struggle free, you’ve got a product.

  5. From researching this solution the offering not only provides optimization of your jobs and ATS, but also provides referral management, social media plugsins, CRM managment, content mgmt, talent community mgmt and builds out over 10,000 microsite pages off the domain, which indexes 8th on google if you just type in jobs in the query box. I dont think many offerings can do that? Its one think to optimize your jobs, but if no one sees it then what good is it?

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