Internet Recruiting

There’s no question that the Internet has had a major impact on the way we all do business.  And the recruitment process is certainly no exception!  It has dramatically changed both the way active job seekers promote their credentials, as well as the way many employers go about identifying prospective candidates — especially for entry- and junior-level professional and executive positions. 

The First Step

It has opened a host of new avenues for primary research and preliminary candidate identification for the search consultant as well.  But senior executives across industry lines agree that nothing can replace the judgment and objectivity of the seasoned search consultant for staffing key executive positions.  These positions require a thorough assessment of the candidate’s overall “fit” with the organization’s culture, as well as the personality of the management team.  According to Fortune Magazine, “... the Net in its current incarnation affects only the first step [in the recruitment process] — alerting employers and candidates to each other’s presence — in a multi-step hiring process that [ultimately] depends on human contact.”

Ease Of Abuse

Fortune continues, “A frictionless marketplace requires truth in labeling, and resumes are notoriously untruthful.  Nothing in all this Net stuff eliminates the need for human contact.  Face-to-face conversations will likely determine the ultimate fate of job seekers for decades to come.”

For many firms, recruitment via the Internet can be a bit like drinking from a fire hose.  Once the nozzle is turned on, it’s easy to drown in the weight and volume of the response.  After all, it only takes the click of a button to forward a resume — whether they are qualified for the position or not!

Increased Liability

After the resumes are received, there’s still the burdensome and time consuming effort of screening, evaluating, interviewing, reference checking, etc. all viable prospects.   Then there’s the issue of collecting and maintaining records on, and providing feedback to, all of the unsuccessful applicants — each of whom pose a legal liability just as though they had applied in person and been rejected!

The Solution

As your strategic partner, we are able to do what the Internet cannot!  We can:

            Assure your confidentiality throughout the search.
            Identify the best candidates, not just those on the Web and/or those actively 
                seeking employment.
            Shield you from legal liability.
            Conduct references in considerable depth with industry contacts.
            Ensure that you are in tune with current market conditions.
            Serve as an impartial agent of both parties during negotiations.
            Bring a high level of personal objectivity to the selection process.

Wanted:  Hall of Famer

Another Fortune article states: “...using the Net to hire top execs is roughly as sensible as the Yankees’ finding a starting pitcher through the want ads.”