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More efficient job search
Recruiting & Staffing
More efficient job search
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
I have been searching for a job using online and newspaper sources. These methods have proven ineffective. I use my professional associations' websites and my alma mater to no avail. I have determined
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Forums » Topic Forums » Recruiting & Staffing » More efficient job search
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More efficient job search
posted at 12/29/2006 11:20 AM EST
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Posts: 7
First: 12/29/2006 Last: 5/22/2007 |
I have been searching for a job using online and newspaper sources. These methods have proven ineffective. I use my professional associations' websites and my alma mater to no avail. I have determined that there is inefficiency in the current system of HR. It is now my objective to streamline HR processes.
I understand that there are different systems for searching for candidates. I do not see the value of the system of outsourced HR, which I believe to be called headhunting if the firm is paid by the company and scam if they are paid by the job seeker before services are renderred. This part of HR will be superfluous when I have finished this project, so improvements in this area do not seem to be necessary. I believe that the online job search can be reasonably improved to facilitate cost effective searches for both HR and the job seeker. Setting up a job search engine that standardizes the resume through the use of forms for filtering out "unqualified" applicants will save HR time by reducing unnecessary resume reading. Jobs determined to be pyramid schemes or scams will be filtered and efforts will be directed at preventing future postings from these sources. This system would charge per-position-filled and not per-position-posted to ensure effectiveness. It would be possible to have the system not only automatically block applications from "unqualified" applicants, but also block unqualified applicants from finding/viewing positions they have been determined "unqualified" for. This would benefit both parties by reducing excess volume. I realize that the HR community knows HR better than I do, which is why I have chosen to post on Workforce Management. I need to know how the online systems work or don't work from the HR perspective. I already know which sites I don't go to and why. I would like to eliminate individual company websites dedicated to handling applications because many of these require that the applicant search all of the available jobs at the company and apply to each individually. If the applicant finds 5 jobs, the company reads the same resume 5 times. This is unnecessary. |
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More efficient job search
posted at 12/31/2006 7:57 AM EST
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
Nice idea, but you wont' eliminate company jobsites. Good ones provide far more information than simple job descriptions, and that's free employer branding.
Many ATS' and even job boards provide the capability to search resumes by qualifications (resume agents) and, conversely, provide job seekers with job agents to perform a similar function. The addition of simple screening questions can further reduce the number of resumes. However, your idea might have an appeal to companies who don't know how to source and recruit candidates. The good news is that there's a lot of those out there (witness the continued use of contingency search firms). |
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More efficient job search
posted at 1/5/2007 1:24 PM EST
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Posts: 7
First: 12/29/2006 Last: 5/22/2007 |
I am only familiar with the job-seeker side of the online systems and their search capacities...and accuracy. The present systems tend to exclude jobs that I believe my searches should be including and many of them do not allow me to search based on specific job requirements. I spend much of my online job search opening windows with job descriptions only to close them after finding that my qualifications are incompatible with the job requirements.
The question I would like to address is what tools are being used by HR and what are some shortcomings and desired improvements for these tools? I do not think the question should be directed at the competence of specific HR departments or firms, but toward the tools being used. Better tools will benefit everyone. Is the online networking system cost and time effective for HR (such as LinkedIn)? I had some luck at a local Chamber of Commerce meeting, but I doubt that most firms find employees at these meetings. |
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More efficient job search
posted at 1/6/2007 7:20 AM EST
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
Networking is often the best means for candidates to find new positions, and as a very general statement if you're networking with people you know the chances of finding suitable matches would probably be higher.
However, it's not as efficient for employers unless they're only looking for a few employees. Networking on the employer side works well for executive search, but typically not at lower levels since that recruiting method is more time (= $) consuming. Much of the replicated job postings you see from larger companies are the result of applicant tracking systems and using a 1 position/1 posting system. There are ways around that, but the record keeping tends to be a bit more complicated. You are very right that the present system isn't the most applicant friendly. Companies will have to change in the years to come if the projected and much hyped labor shortage materializes. |
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