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*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Today's Recruiting News Headlines
Featured Recruiting Jobs
Special Trials and Discounts For Members
Polls and Trends
Weekly
Article:
Resume
Volume: Can You Handle It?
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week -
Job.com - Free Demo!
Final Note - On The Lighter Side
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Newsletter Sponsors
1.
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A Note From The Editor
We have updated several areas in our
Recruiting Resource Center.
1.
Industry Data & Stocks
2.
Newspapers and Classifieds Directory
3.
Recruitment Ad Agency Directory
4.
Other HR and Recruiting Publications
5.
Daily Recruiting Headlines
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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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Featured Recruiting
Jobs
This section highlights
several recruiting related positions recently posted on JobsinRecruiting.com. To view all jobs or to register
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Special Trials And Discounts For Members
Below is a list of trials and discounts that companies
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Polls and Trends
Trendwatch:
In 2002, 71 percent of Fortune 500 companies post a
privacy policy accessible to corporate Careers site
visitors.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
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Weekly Article
Resume Volume: Can You Handle It?
By Alice
Snell
Lately, I have been meeting corporate recruiters
whose sourcing strategy has been shaped by negative
conditioning. Sheer volumes of responses have
conditioned them to avoid exposure for their job
positions. These recruiters have retreated from the
major national-brand job boards, and are beginning to
shrink back even from posting to the corporate Web site.
But is narrowing candidate sourcing venues the right
response? Does that best serve the recruiters’ goals?
What forces have converged to create the sheer volume of
resumes? The demographics of the current and future
workforce, use of the Internet, unemployment and
turnover rates have all contributed to the ease of, and
the motivation for jobseekers to apply online.
Workforce Demographics
Forecasts by the Bureau of Labor Statistics suggest that
the fastest-growing occupational groups are to be found
in industries in which the major product is knowledge
itself (such as software, computer hardware, and
biotechnology) and those industries that manage or
convey information (such as telecommunications, banking,
insurance, law, advertising, education, and medicine).
The BLS projects that professional occupations will
grow 27 percent by 2008; technicians and related support
personnel will grow 22 percent in the same time period;
executive, administrative, and managerial workers by 16
percent and marketing and sales occupations by 15
percent. These knowledge-workers are precisely the
people who are using the Internet in greater numbers and
are also in high demand. Limiting the size of this
candidate pool is not a prudent practice.
Internet Use
Internet penetration in the United States is approaching
60%. Internet use is spreading to segments of the
population hitherto underrepresented: the fastest
growing workforce segment of the Internet population is
blue-collar workers. Interacting with this group via the
Internet presents an opportunity for greater efficiency
and lower cost.
Unemployment and Turnover
Unemployment, although fluctuating in the current
economy, remains at historically low rates. In addition,
according to the Bureau of Labor Statistics, average
employment tenure in the U.S. has declined over the past
three decades and now stands at roughly 3.6 years.
Estimates place tenure in IT as low as 12 to 18 months.
Consequently, an estimated 30 million people change jobs
every year. The high rate of job churn has placed
pressure on corporations’ abilities to qualify the
revolving and growing pool of candidates.
Ease of Applying
The Internet has made it very easy to create a resume
and then transmit it effortlessly and instantaneously to
dozens of companies. A determined jobseeker could
probably distribute several hundred copies of his or her
resume in a good evening.
On the corporate side, great attention has been paid
to making the corporate Careers Web site user friendly,
with convenient ways for a candidate to send in his or
her qualifications through Resume Builders, file-upload
buttons, Profile Builders, Job Carts, and more. Since
2000, iLogos Research has been tracking use by the
Fortune 500 of these interactive Careers Web site
features and as reported in Trends in Fortune 500
Careers Web Site Recruiting, all trends are sharply up .
Paying attention to user-friendliness is important,
but unless you have the systems in place to handle the
increased volumes it encourages, you have created more
problems than solutions.
Dealing With Increasing Volumes
The growing candidate pool brought about by increased
Internet use and the rise of online sourcing efforts
dramatically highlights the need for improved
efficiencies in the recruiting process. Quantity is
anathema to quality, particularly when it comes to
recruiting. Many companies have turned to recruitment
automation systems to help deal with increasing
candidate volumes.
The first generation of so-called applicant tracking
systems relied upon keyword searches as the sorting
mechanism for separating the qualified from the
unqualified. However, the applicant tracking system
vendors supplied tip sheets, telling candidates how to
beat the system, and even encouraged their corporate
users to publish the tips on the corporate Careers site.
This led to an even greater flood of resumes architected
to maximize keyword searches, regardless of their
accuracy for a position fit. Keyword searches are not
scalable, since the recruiter has to take the time to
read and consciously assess each resume document
identified by the results of the keyword search.
Online Pre-screening
The next generation of recruitment automation tools is
moving away from the time-trap inherent in traditional
resume-based recruiting to the more efficient process of
online pre-screening. A simple online questionnaire
makes it easier than ever before to obtain skill sets
from applicants. The recruiters can tailor the online
questionnaires to detect the required skills, to meet
the exact needs of a company, position, or requisition.
The Web allows the recruiter to get the information
required for prescreening directly from the candidate,
without the mediation of the convention-bound
traditional resume document. Instead of the candidate
pushing information to the recruiter in a resume
document, Web-based pre-screening allows the recruiter
to pull information from the candidate.
Conclusion
Should you shrink back from sourcing on the Internet?
Recruiters can ill-afford to ignore the Internet, since
it is the largest single source of candidates. Careful
media planning will help identify the places on the
Internet beyond the corporate Careers Web site with
which to source. Recruiters moreover can ill-afford to
ignore the growing problem of resume overload.
The Internet has been a boon to recruiting, but the
floodgates are only now beginning to open. It will be
important for recruiters to adopt tools that will stem
the tide of rising candidate volumes. A more efficient
sorting and screening process means that recruiters can
welcome greater candidate volumes, since there will not
be a concomitant drain on resources. Leading Web-based
solutions incorporate automatic prescreening, to
identify quality candidates quickly and precisely, and
empower recruiters to identify quality regardless of the
quantity.
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
Employment and Recruiting
Indicators
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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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Final Note - On The
Lighter Side
This is a funny job
seeker response to a rejection letter.
Subject:
Human Resources
Dear
Hiring Manager,
Thank you
for your letter of July 16.
After
careful consideration, I regret to inform you that I am
unable to accept your refusal to offer me a position in
your department. This year I have been particularly
fortunate in receiving an unusually large number of
rejection letters. With such a varied and promising
field of candidates, it is impossible for me to accept
all refusals.
Despite
your companies' outstanding qualifications and previous
experience in rejecting applicants, I find that your
rejection does not meet my needs at this time.
Therefore, I will assume the position in your department
this August. I look forward to seeing you then.
Best of
luck in rejecting future applicants.
Sincerely,
John Doe
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