TalentHook Sphere

7 resume search problems you shouldn't have.

2009-09-21T11:00:00.000-07:00

In recruiting, there still are still some nagging little problems that turn into big bottlenecks in a smooth, automated and FAST resume sourcing process. Some problems we just assume are "part of the process" but often that means the solution is out there but no one has the time to research/implement it.

While we're all looking for new and interesting ways to find potential candidate leads, here are some basic red flags you can identify and resolve with a little homework.

Manual resource searching.
There are hundreds of career sites on the market. Big ones, little ones, niche ones and local ones. But that's not the only place you search. Add in professional networks, a passive candidate lists, college alumni sites and organizations and now you're looking to login, search, extract and review resumes from a big resource list. That's great for diverse searching but hard on the sourcer tasked with mining all those databases. Search multiple sites simultaneously using an aggregator in less time than it takes to manually search and filter one.

Avoiding search engines.
Despite all the new ways to use social media, search engines are still your friend. Yes, I said it. And it's true. When applying the correct searching practice to avoid pages of search results that aren't resumes or worse, aren't applicable, search engines give you great access to active and passive candidates from all walks of life and professional experiences. Are you missing potential candidates by not searching the open web? Let Get some insight on search methodologies and visit you friendly neighborhood aggregators to learn how to effectively produce searches on the open web that yield resumes.

Using search agents without a centralized solution.
It is great that major pay sites offer job search agents, or tools that allow you to initiate repeat searches for key positions by scheduling them to return results daily or weekly. But if you're using four different search agents, you've only partially automated your process. Consider using an aggregator to automate search agents for ALL of your resources.

Not using a contact management system.
There are many different solutions that can assist a recruiting function in automating personalized email communication throughout the hiring process. Most of your recruitment tools now come with these features. Save time and effort by building a communication library and give candidates meaningful contact that doesn't take hours to manage.

Missing the boat on hot candidates.
There is nothing more desirable in an active recruitment pipeline than a fresh resume. When you update any of your search agents, use smart filters to ensure the new resumes show up first. Prioritize hot candidates as you review them, separating and classifying your candidates ensures you prioritize your communication with the potential talent you most want to bring on board.

Not understanding the "Internet Applicant Rule."
The OFCCP made it clear several years ago that they are coming after companies with discriminatory or faulty recruitment processes. For your Internet resume searching, always be sure you can provide accounting for your resumes including where they came from, disposition status and a copy of the resume to share in the event of an audit. OFCCP fines are costly but avoidable if you know you're resume search is completely traceable. Even if you aren't required to track this information - it's a great best practice to monitor, report and optimize your activity with comprehensive reporting.

Avoiding due diligence with resumes.
Shared tracking among recruitment teams can save recruiters from three major annoyances. 1) Contacting a candidate that's already being considered for another position at the company. 2) Contacting a candidate twice about the same position. 3) Contact a candidate that just accepted a position with your company. If your team is running like a well oiled machine, this awkward accident can happen more than you think. Avoid an unnecessary step and light apology by knowing a candidate status when you review their resume.

Is your Internet Resume Search "OFCCP-proof?"

2009-09-16T10:35:00.000-07:00

Are you in operational compliance with the OFCCP’s Internet Applicant rule? You should be if you can answer “yes” to the following questions:

Is your company a government contractor?
Do you handle the internet recruiting for a company that is a government contractor?
Do you recruit for candidates using the Internet, including: career sites, personal web pages or searching the free web?

OFCCP Compliance is not just about corporate responsibility. It can be a costly detriment to your business if you are unable to demonstrate through your reporting efforts that you have a commitment to fair and non-discriminatory hiring practice.

The OFFCP reported record financial recoveries of over 67 million dollars as a result of compliance audits conducted for fiscal year 2008. Audit numbers and financial recoveries have increased year over year since 2004.*

Can your company afford to take a financial hit that could cost hundreds of thousand of dollars? Can your company afford the message it sends to potential candidates if you aren’t following best practices for non-discriminatory hiring?

OFCCP Compliance is a serious issue that requires a good hard look at your reporting capabilities. Shouldn’t your recruiting partners take that capability just as seriously?

To learn how TalentHook can aid you in your internet resume search and support your efforts to be in compliance with the OFCCP’s Internet Applicant rule, check out the History Preservation feature.

* For additional information on the Enforcement Statistics published by the Department of Labor, you can visit their website here.

News, Notes and Quick Introductions

2008-12-22T07:09:00.000-08:00

Welcome to the blog space for TalentHook Sphere.

In this space, we will be posting interesting trends on the recruitment industry, quick interviews with key professionals and updates/tips on Internet recruiting.

In the meantime, join us where you live on the Internet. For updates specific to TalentHook Sphere, you can join us on LinkedIn, Twitter and Facebook. As TalentHook releases news and system updates you can stay up to the minute on recent additions to the software including new resume sites and upgrades.

What's next?

Look for a few great questions and answers from some of our partners and peers in recruiting. If you have a topic you'd like to see - drop us a line.

We're always listening.