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Nets offer free tickets, job fair to unemployed

Nov. 13, 2008
The Associated Press

<!––>East Rutherford, N.J. — Plenty of sports teams have given away bobblehead dolls, caps and seat cushions. But the New Jersey Nets are trying to do more for their fans in these hard economic times: Get them jobs.

The Nets announced Wednesday they are providing 1,500 free tickets over the next two months to unemployed fans who submit resumes to the team.

The NBA team plans to send the resumes to its 120 corporate sponsors and a couple hundred firms that own season tickets.

“Our belief right now is let’s invest in people who might invest in us later,” Nets chief executive Brett Yormark said in a telephone interview. “In doing so, we can help people who need it most.”

Yormark said the Nets, however, are not guaranteeing jobs for anyone.

“Our sponsors and season ticket holders are always looking for good talent,” Yormark said. “They have not given us any commitment. Hopefully, if they see a talented person they will call them in for an interview.”

The Labor Department last week announced that the nation’s employers cut 240,000 jobs in October, hurtling the U.S. unemployment rate to a 14-year high of 6.5 percent.

The ticket giveaway for the unemployed will be for five games, starting Nov. 22 against the Los Angeles Clippers at the Izod Center.

Three hundred tickets in the upper level of the arena will be available on a first-come, first-serve basis with each fan getting four tickets to one of the five available games.

Fans seeking jobs can sign up for free tickets through the Nets’ Web site; they must e-mail their résumé, former employer, contact information and career field of interest.

“This is an outlet for people to get their resume out there, free of charge, in front of the right people, even if they take advantage of the Nets’ ticket offer or not,” Yormark said.

The Nets also plan to have a career day at the Nov. 22 game with companies setting up informational booths at the arena.

If the program is successful, Yormark said the team would continue it next year.

“I think it’s great,” said Nets forward Jarvis Hayes, who will make $1.9 million this season. “Everybody knows the economy is struggling right now and if people can turn in their resumes to our sponsors and get jobs, I think it is wonderful. Hopefully, when the economy turns around we’ll have more fans.”

Center Josh Boone said that people need all the help they can get with the state of the economy.

“It’s always good when an organization can give back to the community,” said Boone, who will make $1.2 million this season. “This is obviously one of those times.”


I’m back – I know it’s been awhile! I’ve been extremely busy with work and have a lot of cool things to share.

Stay tuned –

Mike posted a good article on recruitment videos today, including mention of the Deloitte Film Festival I wrote about previously:


Enter the concept of candidate sharing…check out this site:

Alliance Q

I’ve had a couple requests from clients lately to explain how RSS feeds can be used with careers sites, so I thought I’d briefly run through that and provide a few examples of sites HODES has created incorporating them.

First, what is RSS: Really Simple Syndication, often symbolized by this icon. RSS are web-fed formats used to publish frequently updated digital information, typically used in news updates, podcasts, and blog entries. In fact, die-hard fans of this blog can subscribe to my RSS here. (I’m joking, I know it’ll never happen, but just in case you’d really like to, it’s available.) Why is RSS important? It provides realtime updates as they are published, so you have up-to-date, relevant content that you subscribe to and is accessed by an RSS Reader available via download from various providers.

How does RSS stack up against traditional web / email? In several ways it is better. Consider getting news updates, or in a jobseeker’s case, updates to job opportunities from careers sites or job boards. With the web, you must actively search for and refresh your searches periodically to receive the most up-to-date and relevant content or jobs. With RSS, it is automatically delivered to you as it is updated. In the case of email, issues around privacy (being added to unwanted lists) and spam filtering are always concerns. With RSS, it is 100% opt-in, feeds can easily be deleted if irrelevant or unwanted, and are 100% deliverable to the end user.

Building RSS into a careers site isn’t as simple as just programming it in. You must have content – good content, and you must commit to a regular schedule of updates, something that should be clearly outlined to subscribers on when to expect these updates. It is always encouraged to provide additional content than just updates to job postings, too. Recruiter blogs, news and events, a regular e-newsletter, etc., are some good items to also consider.

Here are some examples of clients that utilize RSS on their careers sites:



Thanks to Dina Medeiros for passing this good reference on – Here is the Top 100 US job board niches for 2008 according to Internet, Inc.

Good news for jobseekers on the run – Check out what Apple is about to do with CareerBuilder and the iPhone.

…start doing it. Search Engines are the largest job boards in the world.

There are 35 million job-related searches per month on Google and Yahoo compared to 20 million on CareerBuilder and 20 million on Monster.

Not saying drop your job board agreements by any means, as SEM is never going to be able to brand a company or articulate a job description the way job boards can. But these sites are types of job boards too – The most trafficked, in fact.

…A tool for ad agency folks that could provide realtime, automated applicant tracking metrics from all the ATS vendors their clients use in one condensed web-based dashboard? I think it’d be really useful.

As I mentioned in a previous entry, Champ Camp really hammered home the importance of measurement and determining what key metrics are important to our clients. The problem is, if my clients don’t use Hodes IQ, that information isn’t readily available to me – I have to request it from my clients. So the solution is to either to get all my clients on Hodes IQ, or continue to bug my clients for the data.

It’d be pretty sweet to be able to tout a product like this in a new business pitch too – as a concrete example of how we as an agency proactively assess and adjust our strategies based on that data we’re constantly monitoring.

I don’t know…just thinking out loud.


Clients? What do you think? Have you ever looked for comments/blogging/video about your company from current or former employees on social networking sites, YouTube, etc.? What an incredible tool this would be for a recruiter to direct candidates to.