April 17, 2014
A professional staffing agency in Southern California, Commercial Programming Systems (CPS), uses the Internet extensively to post ads and search for candidates. Their executive vice president, Phil Sawyer, offers the following advice to companies planning to recruit over the Internet.
- Utilize all your Internet options.
Many qualified candidates post their resumes on databases sponsored by Internet career sites. Recruiters are able to search the sites, or have software programs called "agents" run daily searches.
Recruiters also search for passive candidates (those not actively looking for jobs), and this option yields the best prospects, but is the most time intensive. Resume databases tend to give the best results, and posting jobs provides a steady stream of responses from which to choose.
- Know what criteria to screen for.
Some search engines let you search by area or zip codes. All search engines generate a list of candidates based on your search criteria, so the more detailed your search, the more qualified candidates you’ll find.
- Use rules wizards as part of the screening process.
- Screen, verify identity, and test over the telephone.
At CPS, they discovered it is best to examine a candidate by telephone instead of online because recruiters know they are speaking with the actual candidate. Since CPS subscribes to a software package of about 40 tests, all recruiters can test each applicant at advanced, intermediate or beginning levels.
- Don’t waste time: determine your chances of hiring candidates early.
- Keep in touch with candidates and build a long-term relationship with them.
- Recruit directly from your own site and from Web portal sites.
SOURCE: Commercial Programming Systems, Los Angeles, December 1999.