Internet Recruiting 101
Ignoring the internet as an important recruitment tool would be about as logical (and effective) as relying on a string stretched between two tin cans to communicate with someone on the other side of the country!
Recruitment professionals have access to more candidates today than was ever imagined possible — back in the day of “paper resumes”. Not only has the quantity of resumes grown in leaps and bounds, so too has the quality of candidates.
The internet allows hiring pro’s to cast a very wide net. Like all “fishing” however, nets cast too far and wide are likely to turn up some unwanted results, like discarded auto parts, beer cans and seaweed! So, be sure you are searching with the right equipment, in the right place.
Like many things today, recruitment sites are sometimes highly specialized. That is great news if you are looking for an engineer – go to an engineering job site; need a heart surgeon? Go to a medical site, etc.
Most recruiters, however, are interested in conducting a broader search and are better served by sites that do not cater to one industry alone.
On the other end of the spectrum are the “all service websites”. Do you really want to search for a candidate on a site that also sells shoes, concert tickets and refrigerators? It is crucial that you choose carefully.
Important questions to ask yourself before selecting a recruiting partner:
What is the price for services offered? Is there a start-up cost? What is the cost per month?
Are you limited to the number of searches you can conduct in a given time period? If so, how are you charged if you exceed the limit?
Does the service offer filtering assistance so you save time and get only qualified resumes to review?
What types of searches can you conduct? Can you search by job category? Are searches local, regional or national?
How customer-friendly is their recruitment system – how easy is it for you to navigate? The best sites are simple to find your way around; saving you time, energy and $$$
Perhaps the most important question to ask is “How dedicated to providing exceptional customer service is my new recruiting partner?” A well-trained staff, committed to ensuring your satisfaction is beyond priceless.
With many millions of Americans signing on to the internet daily, there simply is no better place to find great candidates. We all know everyone under 30 has grown up with the internet (Heck, I know a five-year-old that navigates the web better than I do!) – This is the digital generation.
Consider this: More than 55% of the employees at Morgan Stanley are under the age of 35. Since this is true of this financial industry’s giant, it is likely to be true among many other industries as well. If any of those folks were looking for a new job, where do you suppose they would look first? Are they likely to post their resume online?
Facts are facts: 75% of Baby Boomers are computer savvy. Add that to the fact that candidates under 30 years-old belong to the computer generation and there is no disputing recruiting through the internet is the best, most efficient, least expensive and most effective way to go.
If you’re not using the Internet as your #1 recruiting tool, what’s stopping you?