????公司通常會利用一系列工具來“了解市場競爭情況”,。而市場調(diào)查與分析本身已經(jīng)成為一個獨立的行業(yè)。那么,，求職者是否也能獲得一份關于特定職位競爭情況的報告呢,？

????當然可以。凱業(yè)必達（CareerBuilder）剛剛推出的一個求職網(wǎng)站便計劃提供這項服務,，使網(wǎng)站會員通過對比同一個職位的其他求職者,，更好地了解自己的競爭力。

????這個名為Headhunter.com的網(wǎng)站將提供“職位競爭情況報告”,，并作為一項特色服務,，將自己與美國其他三十多家資深經(jīng)理人與高管求職網(wǎng)站區(qū)別開來；當然,，更重要的原因是為了吸引那些習慣于每天閱讀市場調(diào)查報告的優(yōu)秀求職者,。

????作為凱業(yè)必達旗下這個小眾網(wǎng)站的副總裁，本?加布羅稱：“如果我們沒有高質(zhì)量的管理人才儲備,，就無法吸引公司使用我們的網(wǎng)站,。”他還說,，目前,，求職者和雇主都對網(wǎng)站做出了積極的響應。Headhunter.com于上周三正式上線,，同時,，對大約2,700名人事經(jīng)理進行的調(diào)查顯示，未來六個月內(nèi),，約有23%的公司計劃招聘高層人才,。

????加布羅稱，凱業(yè)必達公司的市場調(diào)查顯示,，高管職位空缺“具有極大的增長潛力”,。Headhunter網(wǎng)站計劃在一年內(nèi)提供約10,000個管理職位，將超過目前的三倍,。

????彼得?威德爾表示,，在線求職領域的競爭力報告服務并非獨一無二，但也確實不同尋常,。彼得?威德爾目前在就業(yè)信息與出版公司W(wǎng)eddle's LLC擔任首席執(zhí)行官,，該公司的主要業(yè)務就是跟蹤就業(yè)信息平臺。他認為：“目前這個行業(yè)還沒有明確的領頭羊,，因此這一服務的推出確實是明智之舉,。”

????2010年6月,，凱業(yè)必達首先在其主站中推出了一個精簡版競爭情況報告,，稱該報告可使用戶“深入了解其他求職者的資質(zhì)”,。

????而新服務的工作原理是：求職者在Headhunter.com注冊，申請某個職位,。之后,，她可以通過一個鏈接，打開長達四頁的“職位競爭情況報告”,，報告將以柱狀圖和餅形圖列出求職者的工作經(jīng)驗,、近期薪酬水平，以及求職者曾工作過的頂級公司列表,。（但未列出最近的雇主,。）報告還將包括求職者的教育水平、母校和下屬人數(shù) ——但條件是申請該職位的人數(shù)不低于5人,，并且申請者的數(shù)據(jù)可供提取,。

????Businesses often use a whole battery of tools to "know the competition." Market research and intelligence is an industry in and of itself. So why shouldn't job seekers expect a report on the competition as well?

????CareerBuilder has just launched a job search site that attempts to do just that, allowing users to find out how their credentials stack up to other candidates for a job.

????The site, Headhunter.com, will offer a "job competition report" as a means to differentiate itself from the three dozen or so U.S. senior manager and executive job boards -- and just as important, help lure quality candidates who may be used to seeing market research as part of their day-to-day jobs.

????"If we don't deliver quality management candidates, companies won't use the site," says Ben Jablow, vice president of CareerBuilder's niche sites, who added that the response so far has been positive from both job seekers and employers. Headhunter.com was officially unveiled on Wednesday along with a survey of just under 2,700 hiring managers showing that 23% expect to hire senior level workers in the next six months.

????CareerBuilder's market research showed the senior management job space offered "a lot of growth and future potential," Jablow says. Headhunter aims to offer around 10,000 managerial jobs, more than three times its current level, in the span of a year.

????The competitive report is not unique in the online job board world, but it is unusual, says Peter Weddle, chief executive of a workforce information and publishing company called Weddle's LLC that tracks job boards. "Without a clear market leader, this is a smart move," he says.

????CareerBuilder first launched a slimmer version of the competition report in June 2010 on its main site, saying it provided "an inside peek into the qualifications of other candidates."

????The new one works like this: After a candidate signs in and applies for a job on Headhunter.com, she can click on a link that brings up a four-page job competition report, complete with bar and pie charts showing candidates' years of experience, recent salaries, and a list of the top companies where they have worked. (The most recent employer will not be listed.) The report also shows educational level, alma mater and the number of direct reports -- but only if at least five candidates have applied and their data is available to be pooled.