Three new e-Jobs Observatory platform supporters

bit media from Austria, Germany and Switzerland, TR Associates from Malta and Métiers du Web – L´observatorire des emplois et compétences from Belgium and France joined recently the e-Jobs Observatory partner network.


The three new partners appear now in the « about » section of the site together with other supporters and they will acquire editorial rights which will allow them to share information on the platform and participate in the restricted collaborative working group of e-Jobs supporters.



If you are interested in joining the network please fill in the form or contact us.

4% of UK’s workforce is in the IT sector, but training investments are declining.

While UK has an all-time high with 4% IT professionals of the total British workforce, only 23% of them received a professional education or training in the past 13 weeks. In small companies only 15% having received a training. However, professional training as benefits for companies and employees as well.

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Social networks and e-reputation: the way to employment!

Recruitments are changing, as well for SME or for large companies. A CV and a motivation letter are not the only informations sources a recruiter looks when seraching for someone to engage.

Google is also the support for recruitments in SME, as when publishing an add, hundreds of CV are received. that means that now recruiters often do not want to publish anything and look through Google persons who could fill their needs. By the way, they also check everything wich can be found on the net : social networks and any published document to verify if the transversal competences are fulfilled. This search is also done by large companies inside the recruitment process, and if the image which is given by the e-reputation, or social networks activities (highly ranked by Google) does not fit with resume or needs, they remove the application.

Social networks and e-reputation have to be checked and valorised in all searches for a job !

QR Code to boost communication and business

In June 2011 14 Millions of US mobile phones have scanned at least 1 QR Code according to a study published by comScore company. Users scan mainly newspapers, magazines or leaflets, they scan at home or in store to find more informations on a product or service they are interrested in.

This is a new demonstration on how mobile marketing can be included in a communication strategy. “For marketers, understanding which consumer segments scan QR codes, the source and location of these scans, and the resulting information delivered, is crucial in developing and deploying campaigns that successfully utilize QR codes to further brand engagement.” declares Mark Donovan comScore vice-president.

60% of people who scan are male people and 40% female. 36% of people who scan are between 25 and 34 years old.

A CV with a QR Code ? Why not !

Interresting idea from Victor Petit who is looking for an Internship: he has created a paper CV with a QR code which, if activated from a suitably equipped smart phone, opens a video presenting himself!

When we at e-jobs-observatory.eu report that creativity and imagination are the most important competences asked by recruiters, Victor Petit appears as standing a fair chance on the job market!

Adaptation to wishes of recruiting company: Laurent Brouat’s experience…

Link Humans in London is a social media consultant company. The Manager Laurent Brouat has created a document published on Youtube to recruit for an internship. He did not want to do a classical recruitment. He wanted to recruit through social network profiles such Linkedin, Viadeo or DoYouBuzz, rather than CV and motivation letter.

The first applications arrived the day after he posted his clip! He received 10 applications, by email, which all included a traditional CV. He answered asking for links to social media, then stopped because unsuccessful…

He still receives emails, all without links to social media, just including CVs!
He declares (here, in French) that, in general, recruiters have difficulties to integrate new ways of recruiting, but in fact he thinks that it is candidates who have difficulties to integrate new approaches with new tools.
Laurent Brouat explains different hypotheses :
  • Applicants are conditionned by traditioal ways of searching a job, mainly with CV.
  • The online profiles on social media are not up-to-date, including all competences and references, so they prefer to send CV.
  • They fear what they do not know how to use new tools as they never applied without CV.
  • Students have few online profiles, unlike managers…
For him this experience is a failure…Is it possible to extend his small scale experience to a larger scale ? Comments are, of course, welcome (just drop a comment below)

Role of University ?

I had a large discussion today with stakeholders : which is the role of universities? Teaching knowledge or preparing students to enter in the society and to find a job and to keep it?

This is a huge issue, as it totally changes the training profiles and incidentally the training contents.
We would welcome your comments or ideas on this subject ! Just use the opportunity below, to drop comments !