February 2004
The Recruiter's Perspective
By
President of Workforce Associates
and author of
NetWork: Maximizing Your Career Resources on the Internet
Available online and in print from Author House
February 2004
The Recruiter's Perspective
By
President of Workforce Associates
and author of
NetWork: Maximizing Your Career Resources on the Internet
Available online and in print from Author House
My father-in-law died five years ago in January, but the loss of that fine gentleman has not diminished in my mind. Too bad that you didn't know him - a good looking Robert E. Lee kind of fellow with the penetrating eyes and kind nature and keen intelligence that Lee was also known for. One of Brad's favorite quotes was "You can't really know someone until you've walked a mile in his shoes." I often think about that remark as I quickly stop myself from rushing to judgment about someone or something that I really don't know much about.
This same remark guides my February article in Brad's honor. That is, you can't really know what it's like to be a job hunter until you understand the world of recruiting. The more that you understand their perspective, the more effective and quicker your job search will be. So, let's try and understand what the recruiter looks for and the assumptions that s/he makes in looking for top talent.
The Most Helpful Methods of Online Recruitment
First of all, where do recruiters go to find talented people? In a recent study by Peter Weddle, noted Internet recruiting expert, respondents identified the following methods as most helpful, in rank order beginning with the best:
1. Posting jobs at for-fee recruitment sites
2. Searching the resume database at for-fee recruitment sites
3. Using their own corporate Web-site to post job ads
4. Posting job openings on search engine sites
5. Posting jobs on professional and trade association sites
Posting job ads on for-fee recruitment sites has held the #1 position in Weddle's survey since 2000. Searching the resume database at for-fee sites and using their own corporate site to post job ads held the same positions last year as well --the #2 and #3 positions, respectively. However, this is the first time that #4, posting job ads on search engine sites, and #5, posting job ads at association sites, have made it into the top five methods cited by recruiters. It's just what I've been telling you for several years!
What might Weddle's findings be telling job hunters? Posting job ads on for-fee recruitment sites was the only method identified by more than half of all respondents. I think that speaks to the growing sophistication of recruiters in selecting the best site for each of their requirements. In addition, all five of these recruiting practices require a financial investment. In other words, there is no free lunch in the War for the Best Talent. Finally, the rise of association sites into the top five suggests the growing importance of niche sites that specialize in specific kinds of talent. The big, general purpose sites will always be useful resources, but it's the ability to find and use niche sites that differentiates the average recruiter from the expert.
The Least Helpful Methods of Online Recruitment
Recruiters told Weddle that the following were the least effective online recruitment methods, in rank order, beginning with the worst:
1.Searching the Usenet for resumes;
2.Using a resume distribution service;
3.Posting jobs to the Usenet;
4.Spidering resumes from the Web at large;
5.Searching the resume database at free recruitment sites.
Four of these five methods have to do with resumes. What's that all about? Some would say it's indicative of the age-old problem with resumes: they are not all that informative. While that may be true, I think something else is at work here. As Weddle sees it, the real reason that resume methods are viewed as less helpful has more to do with the quality of the candidates who have a resume than it does with the resume itself.
I would also suggest that this reinforces my contention that job seekers should NOT be spending time online copying and pasting generic resumes. They are certain NOT to be appropriate to the requirements of the jobs that recruiters are looking for. It is also a strong signal to recruiters that you are available; in fact, that you have too much time on your hands and are copying and pasting your resume willy-nilly all over the place rather than crafting a specially designed resume for the particular opening that the recruiter is trying to fill.
Another recent discussion among recruiters in New York City sheds light on what else job hunters can do to make themselves more presentable. If at all possible, try your hand at writing articles for trade association newsletters or your local newspapers. Make presentations at networking groups and local chapters of any organization you can find. This is a great way to be seen as an expert and someone who may be wooed from your current employment (or unemployment) into a new position. Time and time again, employers have said that they want talent who is in the workplace or actively involved in their profession. If you're not employed, you have more time to hone your writing and speaking capabilities, which will be seen by recruiters through the media. Try it!
Lastly, research the latest issue of Fortune magazine's 100 Best Companies to Work for. You'll find all kinds of firms all over the U.S. that are working hard to be employers of choice. These select firms are trying to stay ahead of the recruitment cycle by staying ahead of demands, developing talent pools, understanding cultural fit, and leveraging technology. They understand that with the economy improving this year, the war for talent "will come back with a vengeance." Plus, pent-up job dissatisfaction will mean an increased rate of employee turnover as the economy improves.
Check out these websites this month to see where recruiters are going and where the best companies can be found: http://www.weddles.com to get Peter Weddle's free email newsletter. Great way to learn how recruiters think and act.
Fortune magazine to find details re the One Hundred Best Companies
NicheBoards to propel you to look at smaller but more effective job sites.
AfterCollege for the upcoming college grad who wants new opportunities, post docs, and/or internships.
American Society of Association Executives to find hundreds of professional and trade associations, most of whom have job openings on their sites.
craigslist to find hundreds of jobs by geographic area across the country.
FlipDog to find jobs from corporate websites arranged by category and city/state.
The Chronicle of Higher Education to find professional and academic positions.
Now you can say that you indeed have walked in a recruiter's shoes! Send me your favorite niche job boards and professional association websites that offer job openings so I can share them with other readers. All the best in your job search this month.
Sincerely,
Jane M. Lommel, Ph.D.
jlommel@WorkforceAssociates.com
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