INSERT INTO sites(host) VALUES('') 1045: Access denied for user 'www-data'@'localhost' (using password: NO) Estimated Worth $172,901 - MYIP.NET Website Information
Welcome to!
 Set MYIP as homepage      


Web Page Information

Meta Description:
Meta Keywords:
sponsored links:
sponsored links:

Traffic and Estimation


Website Ranks

Alexa Rank:
Google Page Rank:
Sogou Rank:
Baidu Cache:

Search Engine Indexed

Search EngineIndexedLinks

Server Data

Web Server:
IP address:    

Registry information

ICANN Registrar:
Name Server:
Whois Server:

Alexa Rank and trends

Traffic: Today One Week Avg. Three Mon. Avg.
Unique IP:

More ranks in the world

Users from these countries/regions

Where people go on this site

Alexa Charts

Alexa Reach and Rank

Whois data

Who is at

Whois Server Version 2.0

Domain names in the .com and .net domains can now be registered

with many different competing registrars. Go to

for detailed information.


>>> Last update of whois database: Fri, 02 Sep 2016 18:54:27 GMT <<<

The expiration date displayed in this record is the date the

registrar's sponsorship of the domain name registration in the registry is

currently set to expire. This date does not necessarily reflect the expiration

date of the domain name registrant's agreement with the sponsoring

registrar. Users may consult the sponsoring registrar's Whois database to

view the registrar's reported date of expiration for this registration.

You are not authorized to access or query our Whois

database through the use of electronic processes that are high-volume and

automated except as reasonably necessary to register domain names or

modify existing registrations; the Data in VeriSign Global Registry

Services' ("VeriSign") Whois database is provided by VeriSign for

information purposes only, and to assist persons in obtaining information

about or related to a domain name registration record. VeriSign does not

guarantee its accuracy. By submitting a Whois query, you agree to abide

by the following terms of use: You agree that you may use this Data only

for lawful purposes and that under no circumstances will you use this Data

(1) allow, enable, or otherwise support the transmission of mass

unsolicited, commercial advertising or solicitations via e-mail, telephone,

or facsimile; or (2) enable high volume, automated, electronic processes

that apply to VeriSign (or its computer systems). The compilation,

repackaging, dissemination or other use of this Data is expressly

prohibited without the prior written consent of VeriSign. You agree not to

use electronic processes that are automated and high-volume to access or

query the Whois database except as reasonably necessary to register

domain names or modify existing registrations. VeriSign reserves the right

to restrict your access to the Whois database in its sole discretion to ensure

operational stability. VeriSign may restrict or terminate your access to the

Whois database for failure to abide by these terms of use. VeriSign

reserves the right to modify these terms at any time.

The Registry database contains ONLY .COM, .NET, .EDU domains and


Front Page Thumbnail

sponsored links:

Front Page Loading Time

Keyword Hits (Biger,better)

Other TLDs of gordonlokenberg

TLDs Created Expires Registered

Similar Websites


Search Engine Spider Emulation

Title:Gordon Lokenberg presents | "W3recruitment and mobile recruiting things to think about"
Description:"W3recruitment and mobile recruiting things to think about"
Keywords:te structure.]
Gordon Lokenberg presents | quot;W3recruitment and mobile recruiting things to think about quot;
Gordon Lokenberg presents
quot;W3recruitment and mobile recruiting things to think about quot;
Copy content, copy blog .. OAO!
Posted by Gordon Lokenberg in
How to, W3Recruitment
and tagged with content copy, Gordon Lokenberg, online audience optimization, Recruitment, seo, social media
December 13, 2013
This post is about a wonderful new Recruiting Buzzword, The Online Audience Optimization (OAO)
I don #8217;t tend to do this very often, but sometimes, I
Copy the complete content, creating one copy blog.
You might have gotten this content already via the newsletter HireDaily has sent.
If not, check it out, originally all the way from the Unites States of America, written by Ryan Stene, The Arland Group Here we go:
One of the biggest recruiting buzzwords that has dominated our space for the last decade has been a three letter word鈥攕earch engine optimization (SEO).
[Are you a little bit behind the times? SEO was the art and science of creating web pages that generated traffic and high rankings in the search engines. It relied heavily on links, keywords and site structure.]
If you were a recruiting leader and didn鈥檛 have a SEO strategy you were considered behind the times. If you were an earlier adopter, you maybe purchased tools that optimized your job postings or indexed thousands and millions of pages for you to build your own search rankings. Or maybe you stuffed your postings with keywords. It also was something that the job boards lacked, thus resulting in other emerging players to dominate the space.
But then Google and other search engines changed the game by altering the search algorithms and moved to a secure search鈥攎eaning that you can no longer obtain keyword data on how people came to your site. So what does that mean? It means SEO is more dead than my Michigan Wolverines鈥 chances of making it to the Rose Bowl. (I won鈥檛 get started on that rant.)
So, who is the next big player to make an appearance? Online Audience Optimization (OAO).
OAO simply is content distribution. It allows companies to leverage their greatest assets鈥攖he wealth of high-quality content to create a steady web-wide presence鈥攁nd to generate consistent new and repeat visitors. OAO uses the best practices of SEO, along with social media, content sharing and branding, to build and elevate loyal and targeted audiences.
I have to give credit to some of the leaders at The Arland Group who have used their crystal ball to see this coming for several years and thus kept TAG in a position to be a leader in this space. On an hourly, daily and weekly basis we are curating high-quality and meaningful content. We then help our employers distribute that content to their audiences through various mediums such as social media, blogs, eNewsletters and building that within the current career site structure. This resulted in more engaged candidates, faster connections and decreasing the time to fill roles.
Thinking about getting started with this strategy?
Here are some things to get you started:
Brand Focus 鈥 Leverage your brand and existing company tag lines and phases to build meaningful content or themes. Involve other departments to share in the messaging and give it a dual purpose. For example: candidate engagement and driving sales.
Be Precise and Have a Plan 鈥 Creating a plan and having a content calendar will keep you on track but also can help you leverage internal themes that occur during that time.
Cast a Wide Net 鈥 Know where you are going to distribute this content. Send it to candidates who have already applied to previous roles, give them option to sign up for the newsletter and use social media. Right now, social media provides one of the clearest connections with high search engine rankings. Build out your presence on social media and content sharing sites, but focus especially on the big five: Facebook, Twitter, YouTube, Google+ and Pinterest.
Encourage Audience Participation 鈥 Use polls, sharing, comments, reader-submitted content and contests to increase interaction. You can measure this by time on your site and bounce rate.
Integrate Your Mobile Strategy 鈥 It is important to optimize your experience to be both mobile and desktop friendly. Mobile content consumption is the highest platform for consuming content.
FUN FACT: 70 percent of desktop interactions lead to an action within one month and 70 percent of mobile (including tablets) interactions lead to an action within one hour. Source: Modern Marketer Universe
At the end of the day just have fun and learn from your experiences. Every company is different on how audiences engage and interact. The key is to make an effort. The effort will enable to you to reduce costs and rely on vendors to drive and engage your candidates. lt; lt;
Well was I right, wasn #039;t this useful content to copy from TAG?
Sourcing the next evolution in your Recruitment department?
Posted by Gordon Lokenberg in
congress/seminar/masterclass, How to
and tagged with Gordon Lokenberg, people sourcing, randstad, Recruitment, sosu, sosueu, sourcing
August 7, 2013
I already told you about SourceCon in the United States, a few years back,
Also Australia has got it #8217;s Sourcing sorted out, where as #SOSU (Sourcing Summit) started in Sydney in 2011. The aim of the event is to highlight the growing importance of talent sourcing, promote and spread new trends and thinking, and bring together practitioners to network and learn from each other.
But this year another big part of the world, Europe, is spreading the love for sourcing: SOSU EUROPE! Sourcing Summit Europe..#SOSUEU
#SOSUEU will focus on hands-on learning. Speakers from different backgrounds will share their insights in presentation, workshop, unconference and panel discussion format. #SOSUEU offers two days of intense discovery, learning and networking.
Order your SOSU Europe tickets NOW!
Speakers from all over Europe will share their knowledge and get you miles ahead of where others think they are #8230;
Sourcing explained:
when Recruiters start talking about sourcing:
#8220;we mean people sourcing #8221;
when Sourcers start talking about sourcing:
#8220;how to think in a different way about what recruiters need to fill their vacancies and than just find that for them #8221; #8230;
Add some serious sourcing knowledge to your recruitment department and you will see things start changing #8230; If you don #8217;t believe me, come and experience the #8220;sourcing love #8221; at at #SOSUEU
#SOSUEU will be held at the Randstad HQ in Diemen, Amsterdam
Leave a comment
Linkedin Contacts Cool Feature
Posted by Gordon Lokenberg in
How to, Sourcing
and tagged with Gordon Lokenberg, Irina Shamaeva, Linkedin, sourcing
June 11, 2013
Reading, one great blog about sourcing, curated by Irina Shamaeva
Okay, so Linkedin came up with a renewed feature including app, in US store only btw, so that is annoying. Linkedin Contacts
Also to get your linkedin contacts synced with the new feature you have to refresh, refresh, refresh, refresh, refresh, refresh, refresh, refresh, refresh, refresh and at some point you think everything is synced.
No, it says all your contacts are now synced, but the actual contact list is not.. not yet.
So if you go back to contacts, only a few are in there..
To solve that you have click connections in the side menu: again and again and again and again and again and again and again and again at some point it will only add another 40 per refresh. Funny thing is during this process of synchronizing you #8217;ll see next to #8220;all contacts a different number presented that on top of the contact list #8230; usually a difference between 10-14 connections #8230; Btw if you just wait the machine keeps on running his sync, it is just not as quick as me hitting the refresh button, expecting to get it all at once.
And in the end, when you think it #8217;s done and the numbers are right, I still notice my Linkedin homepage tells me I have even more connections than added to the Linkedin contacts feature #8230;
In other words Irina you wrote this: (albeit still very buggy) between brackets, but you can leave the brackets for now :)
Having all this said. Now exploring the feature: big plus, Tagging possible per group of people, finding people in your network based on email addresses, like e.g. give me all that has listed email or have a hotmail account etc.
The nicest thing about this, I can finally work through my 30K contacts again in a quick and efficient way.
Thank you Linkedin :)
I wrote this long comment btw on 聽that is why I thought I could also repost this on my blog :)
1 Comment
How to source a Biogenic Materials Manager in 45 minutes
Posted by Gordon Lokenberg in
congress/seminar/masterclass, How to
and tagged with Gordon Lokenberg, people sourcing, peoplesourcingcrew, Recruitment
April 17, 2013
In the Source and Hunt Battle at Emerce eRecruitment conference this has been sort of my approach in sourcing a biogenic materials manager in only 45 minutes.
If you like training in sourcing or like to hire us to .. for more info
Leave a comment
Where People Sourcing stops and Candidate Curation begins
Posted by Gordon Lokenberg in
How to, Sourcing
and tagged with brand advocate, candidate curation, employer branding, Gordon Lokenberg, people sourcing
December 28, 2012
Often I got the questions, what is sourcing, what is people sourcing.
Well here is your answer:
Sourcing, people sourcing is about finding people that match the profile you are looking for.
People sourcing is about creating a list of names, matching interests to what you are looking for in a person and a way to connect with the person.
Often starts with gathering intell about the profile in general, find out what the keywords are to be able to refine your results and get the best results. After these steps you go online and decide what to look for e.g. a resume, a social network profile, or a blog where these people gather etc. Collect the names and contact details matching the profile. Than you find. Full Stop. People Sourcing part has ended.
Candidate Curation begins
In my opinion, you are curating candidates from the moment you are in touch with a person to find out whether they qualify for pre selection, from the moment they answer you question #8220;are you interested in more details about this role #8221; with a yes.
A yes means you can put them in your ATS for further processing the candidate till you hire or decide not to hire the person.
Once you have decided, your company is going to pay for the mortgage of this person, the label candidate drops and Employee Relationship starts.
If you decide to stop the application / hiring process with the candidate, candidate curation is still very important, talking about Employer branding here. The rejected candidate could still become you brand advocate. WOOOOT!
Candidate Curation is a very important thing
鈥 You need to be able to cope with.
Remember, if you start advertising your candidate profile, #8220;job ad #8221;, you might find people in your mailbox, dm, whatsapp, linkedin, Facebook, etc that show interest in your advertised profile.
By putting your job out there, you actually are asking the question: #8220;are you interested in more details about this role #8221; by showing interest, the person answers with #8220;yes #8221;.
Please do get back to them.
Good candidate curation gets you further in your sourcing activities, the candidates most of the time get you new sources to explore, bring in new profiles and more useful keywords. So stay connected with your sourcers if you do the candidate curation.
People sourcing and candidate curation is like #8230; #8220;01010000 01100101 01101111 01110000 01101100 01100101 00100000 01110011 01101111 01110101 01110010 01100011 01101001 01101110 01100111 00100000 01100001 01101110 01100100 00100000 01100011 01100001 01101110 01100100 01101001 01100100 01100001 01110100 01100101 00100000 01100011 01110101 01110010 01100001 01110100 01101001 01101111 01101110 #8243; #8230; without it doesn #8217;t work #8230;.
Leave a comment
Gordon Lokenberg
My resume
The 4 hours Workday on Sourcing
Currently recruiting atcheck out one of the jobs!
Select Category
Do #8217;s amp; Don #8217;ts
How to
mobile analytics
Shake Your Job
Social Network
Talent mapping
web analytics
Select Month
December 2013
August 2013
June 2013
April 2013
December 2012
November 2012
October 2012
September 2012
August 2012
July 2012
June 2012
May 2012
January 2012
November 2011
October 2011
September 2011
July 2011
June 2011
May 2011
April 2011
March 2011
February 2011
January 2011
December 2010
October 2010
September 2010
July 2010
June 2010
May 2010
April 2010
March 2010
February 2010
January 2010
December 2009
October 2009
September 2009
July 2009
June 2009
May 2009
April 2009
March 2009
February 2009
January 2009
December 2008
November 2008
October 2008
September 2008
August 2008
July 2008
June 2008
Instant updates
@silenegeuze na al die jaren eindelijk op twitter :) je nieuwe site ziet er mooi uit! 4 hours ago
Follow @gordonlokenbergKeep you posted!RSS - Posts
Adding a beat to your job!
An de Jonghe
augmented reality
Disruptive Talent Acquisition Strategies
employer branding
glenn gutmacher
Gordon Lokenberg
Intelligence Group
internet recruitment
kevin wheeler
master class
michael marlatt
mobile monday
mobile recruiting
Mobile Recruitment
mobile recruitment solutions
Online recruitment
people sourcing
recruiting excellence
recruitment 2.0
Recruitment Strategy
recruitment trends
shake your job
social media
social networking
social networks
social recruiting
web analytics
web intelligence
Webster University
Blog at
The Fruit Shake Theme.
Post navigation
larr; Older posts
Follow ldquo;Gordon Lokenberg presents rdquo;
Get every new post delivered to your Inbox.
Join 8,139 other followers
Build a website with

Updated Time

Friend links: ProxyFire    More...
Site Map 1 2 3 4 5 6 7 8 9 10 20 30 40 50 60 70 80 90 100 110 120 130 140 150 160 170 180 190 200 250 300 350 400 450 500 550 600 610 620 630 640 650 660 670 680 690 700 710 720 730 740 750
TOS | Contact us
© 2009 Dev by MYIP Elapsed:62.996ms