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Tuesday, October 24, 2006


3 tales of recruiting

Here are 3 tales of recruiting from 3 different companies. From an article entitled "New Tools for Frazzled Recruiters" in the WSJ.

Recruiting Scenario 1: Trovix ATS
"It posted a help-wanted ad on several online job boards, directing candidates to apply to Trend Micro's internal careers site, which uses Trovix's applicant-tracking system. Meanwhile, Trend Micro used a separate program to search job sites for résumés of candidates who met the general criteria for the job but hadn't applied.

This process yielded about 700 résumés -- 150 from direct applicants and the rest from scouring the job boards. In the past, recruiting managers might have had to sift through this pile by hand, a process that would take several days. Using Trovix, David Silverberg, Trend Micro's U.S. staffing manager, was able to identify the top 10 candidates in about 20 minutes."

Recruiting Scenario 2: NimbleCat
"Résumé-screening services are especially handy for smaller companies that lack an HR department or a big budget for outside recruiters. Last year, David Ward, a technology consultant in Oakland, Calif., needed to hire a team of information-management experts for a project at San Francisco-based Visa Corp. Candidates had to have highly developed but extremely specialized skills, and the search tools on the big job boards either return too many candidates or can miss otherwise qualified candidates whose résumés might not contain the searched-for term.

So he posted the job descriptions on the Web site for NimbleCat Inc., an online résumé-filtering service in Fremont, Calif. NimbleCat fields résumés from interested candidates and searches job boards for already-posted résumés. It then scores the candidates based on the recruiter's criteria and returns the top-scoring candidates. Mr. Ward began receiving scored résumés a day after posting the openings; within three and a half weeks he had hired all four members of his team."

Recruiting Scenario 3: LinkedIn
"That's what Ben Gotkin, lead corporate recruiter at Mitre Corp., which runs research-and-development programs for federal agencies, found this summer. The requirements for the job were pretty stiff, and he had been unable to turn up qualified candidates through job boards. So Mr. Gotkin searched through his extended network on LinkedIn, a social-networking site aimed at professionals. He found a woman in the Washington, D.C., area who was employed by another company but matched the qualifications perfectly. Mr. Gotkin asked people in his network to pass along an email asking the woman to contact him. Though she hadn't been job-hunting -- she didn't even include a résumé in her online profile -- it turned out that she was weary of all the travel her job required and eventually agreed to take the position at Mitre..."


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