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*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Today's Recruiting News Headlines
Recruiting
Metrics
Featured Recruiting Jobs
Special Trials and Discounts For Members
Polls and Trends
Weekly
Article:
Prescreening Jobseekers Online
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week -
Human Resources Executive
- Free trade publication.
Final Note - On The Lighter Side
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Newsletter Sponsors
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A Note From The Editor
The employment and economic
headlines all point to better times but current
conditions are not quite stellar yet.
Hunt-Scanlon Forecasts Flat Growth for Executive
Recruiting Industry In 2003; Firms Poised For Future
Growth - Hunt Scanlon
Economy Shows More Signs of Improvement - AP
July Confidence Slides On Job, Economy
Fear, Despite 'Real' Recovery
- Investors Business Daily
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Today's Recruiting News Headlines
View HR/employment
news
headlines or our Recruiting
Newswire.
Please send us with your
press releases, news items, personnel changes, etc. Click
here for submission instructions.
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Recruiting Metrics
Looking for staffing employment/metrics?
Participate in the completely confidential Human Capital Metrics
Consortium Standard Benchmark Surveys and receive a free
summary analysis including comparable metrics - at
absolutely FREE. The Surveys will also calculate your
Cost-Per-Hire and Staffing Efficiency ratio online as
you complete the survey.
Click here
to take the short survey.
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Featured Recruiting
Jobs
This section highlights
several recruiting related positions recently posted on JobsinRecruiting.com. To view all jobs or to register
for a career agent
click here.
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recruiting professionals? Post your jobs on JobsinRecruiting.com.
Post unlimited HR and Recruiting jobs for 6 months for only
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Special Trials And Discounts For Members
Below is a list of trials and discounts that companies
have extended to our members. If you are interested in
offering a promotion/discount to our members, please contact
us.
1.
Internal
Corporate Phone Directories - 10% off
If you use corporate
phone directories to find suitable candidates, this
unique service may be of interest. Corporate Contacts
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They have directories for many industries, like
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Recruiters Network to receive a 10% discount. Contact
Stan @ (301) 587-1819. These directories are a great way
to recruit from companies in your industry.
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elance.com
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3.
Job.com invites you to take
a Free, Personal Guided
Take advantage of
over 2 million unique visitors per
month, 70% of which have never been to Monster, HotJobs,
or CareerBuilder.
The Job.com user interface is Powerful, Intuitive, and
Easy-To-Use.
You can take our Fr eeVirtual Tour
here >>
4.
NicheBoards.com
- Gateway to a Million Quality Targeted Candidates
Call Center : CallCenterJobs.com
College Students / Graduates : CampusCareerCenter.com
Finance / Accounting : jobsinthemoney.com
Health / Science : Jobscience.com
Hispanic / Bilingual : LatPro.com
Human Resources : Jobs4HR.com
IT Professionals : Computerwork.com
Logistics / Transportation : JobsInLogistics.com
Marketing / Sales : MarketingJobs.com
Military Transitioning : DestinyGroup.com
Retail Management / Hourly : AllRetailJobs.com
5. Career
Sites Discounts
Recruiters Network has
developed an extensive career site directory and many
have offered our members special discounts. Click
sites offering discounts and promotions.
6. JobsinRecruiting.com
- $299 for 6 months unlimited jobs
Looking to hire
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JobsinRecruiting.com, receive a 6 month unlimited job
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Polls and Trends
Trendwatch:
Three-quarters of Fortune 500 companies include a
subsection of the Careers website devoted to a portrayal
of the company culture in 2002.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
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Weekly Article
Prescreening Jobseekers Online
By Alice
Snell
It is interesting that prescreening has been the
focus of much recent discussion. While not a new
concept, the active examination of prescreening's
advantages and tools presuppose three basic tenets:
1. Automated prescreening occurs through the
careers section of the corporate website. Therefore,
this discussion acknowledges that the corporate
website can and should be the center for recruiting
and candidate data-gathering activities.
2. Regardless of whether it is "scientific" or
"non-scientific," prescreening automated through the
corporate careers website can supplant an inefficient
traditional recruiting process with a more efficient,
effective practice enabled by the power of new
technologies.
3. To effectively utilize prescreening, it takes
front-end features that are tightly integrated with
robust back-end data-processing functionality.
But even with well-elucidated coverage of
prescreening's potential, there are still skeptics among
us. Reservations about adoption stem from a variety of
concerns — including a lingering, generalized discomfort
with technology, a poor understanding of the
applicability and advantages of automated prescreening
in a recruiting process, and a lack of confidence in
jobseeker acceptance of a recruiter-driven,
question-based process.
Perception of Jobseeker Behavior
To date, conversation has revolved around the corporate
recruiter's practices. Implementation issues such as
configuration have dominated. Indeed, the recruiter's
platform must be understood and education around it is
both needed and welcome. But still, commentary has not
covered the issues around jobseeker behavior that are
equally significant. After all, the jobseekers are the
first users; their buy-in is essential in order for
automated prescreening to succeed.
Let's take a look at the jobseeker's side of this. A
common inquiry is, "Will jobseekers answer skills-based
questions?" In fact, this is often posed with a negative
perception already in place. The expectation seems to be
that jobseekers will not be participants in their share
of the automated prescreening equation. This perception
has caused hesitation among some who are considering
automated prescreening. It has also provided an excuse
for those who are not enthusiastic about automated
prescreening practices either because of deficiency in
their technology tools, or limited vision.
Survey Says...
This perception is a misperception! In a survey of more
than 1,500 visitors to the careers websites of four
Fortune 500 companies, iLogos Research found that the
reality is a large majority (88%) of jobseekers are
willing to answer questions and provide information
about their skills. Jobseekers, it seems, welcome the
opportunity to embrace the expanded functionality of new
Internet recruiting technology to improve communication
with corporate recruiters. They want to utilize
self-service Internet resources to hasten the process of
matching themselves with the right job opportunity.
Time to Apply
A frequent corollary to the issue of whether jobseekers
will answer questions is, "How much time will candidates
spend to apply online?" The implied concern here is that
the Web is a "click and go on" medium and careers
website visitors will be repelled when applications call
for detailed and lengthy responses.
Here again, the survey data is unequivocal. According
to the iLogos Research study "Perception vs. Reality:
Jobseeker Behavior Online," 92% of candidates are
willing to spend more than six minutes applying online
to a job of high interest. Sixty percent of candidates
are willing to spend more than 15 minutes applying
online to a job of high interest! (Perhaps those who are
deterred are not serious candidates to begin with?)
Know the Reality
To fully understand and make decisions about the use of
recruiting technologies, it is imperative to be educated
about the realities that impact implementation and
application viability. In the case of automated
prescreening through the corporate careers website, both
the practices of the corporate recruiter and the
jobseeker must be considered. Decisions should be based
in realities — on primary data, high-quality
information, and a clear view of all aspects.
The reality of survey data cited here provides a
strong case for not underestimating corporate careers
website jobseekers. Their willingness to engage in a
prescreening process, in conjunction with the advantages
of automated prescreening for the corporation, should
encourage all corporate recruiters to closely examine
the application of prescreening to their recruiting
process. Make sure the corporate careers website is
optimized to use Internet recruiting technology to
achieve the most efficient and effective
recruiting...based on reality, not on perception.
About the Author
Alice Snell (asnell@ilogos.com)
is Vice President of
iLogos Research, which analyzes best practices and
innovative staffing management technologies to provide
intelligence, strategies, financial models and
results-based consulting for large corporations, to
optimize the assignment of human capital assets. As a
leading industry analyst, Ms. Snell has authored
numerous articles and reports on recruiting technology
and staffing management issues including Trends in
Fortune 500 Careers Web Site Recruiting; Best Practices
for European 500 Career Web Site Recruiting; Perception
vs. Reality: Jobseeker Behavior Online; Best Practices
for Fortune 500 Career Web Site Recruiting; and Global
500 Web Site Recruiting Surveys. Ms. Snell has been
frequently called upon to provide expert commentary and
analysis regarding online recruiting issues and is
quoted in leading media including The Boston Globe,
Chief Executive, The New York Times, PC Week, IT
Recruiter, Chicago Tribune, and CNBC.com. iLogos is the
independent research and consulting division of
Recruitsoft. Recruitsoft (www.recruitsoft.com) powers
enterprise-wide staffing management for Global 1000
organizations.
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Recruiting Bookmarks
Recruiting Research and
Reports
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Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
Kennedy Information's Recruiting 2003 Conference and
Expo
Tactics for Today, Strategies for Tomorrow
November 20-21, 2003
Jacob K. Javits Center, New York City
Tactics for Today -- Strategies for Tomorrow
Learn from and interact with recruiters from some of
America's global business leaders.
Mention Recruiters Network
when registering for
early bird
discounts.
View
all upcoming conferences
->>
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Of The Week
Human Resources Executive
- Free trade publication.
Written primarily for
vice presidents and directors of human resources, the
magazine provides these key decision-makers with news,
profiles of HR visionaries and success stories of human
resource innovators. Stories cover all areas of human
resource management, including personnel, benefits,
training and development, HR information systems,
relocation, retirement planning, workplace security, and
healthcare.
Get
your free subscription >>
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Final Note - On The
Lighter Side
What job ads *really*
mean: (this is a joke)
"Competitive Salary" = We remain competitive by paying
you less than our competition.
"Join our fast-paced company" = We have no time to train
you.
"Casual work atmosphere" = We don't pay enough to expect
that you will dress up; a couple of the real daring guys
wear earrings.
"Some overtime required" = Some every night and some
every weekend.
"Duties will vary" = Anyone in the office can boss you
around.
"Must have an eye for detail" = We have no quality
assurance.
"Career-minded" = Female applicants must be childless
(and remain that way).
"Apply in person" = If you're old, fat or ugly you'll be
told that the position has been filled.
"Seeking candidates with a wide variety of experience" =
You'll need it to replace the three people who just
quit.
"Problem-solving skills a must" = You're walking into
perpetual chaos.
"Requires team leadership skills" = You'll have the
responsibilities of a manager, without the pay or
respect.
"Good communication skills" = Management communicates,
you listen, figure out what they want and do it.
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