A. “My opinion is that online job sites are not very effective in hiring senior leaders (100K and above). The more senior the position, the more company referral programs, networking and executive search services are used to connect the employer and the candidate. Specialty search sites are effective for
certain middle-level positions particularly those with technical skill sets. Push-pull technology on company websites, company referral programs, sponsoring competitions or industry presentations, data mining, search research, social networking sites (LinkedIn) and professional association networks are some other highly effective ways to find people. Many of the large online sites have lost their uniqueness and been flooded with resumes. For example, I advertised on Monster for a senior engineer and got 759 resumes of which only 30 met the job requirements. So, it seems to me that most people get lost in the online job site volume unless their resumes have specific language that gets picked up by screening software. If you want to get noticed, get out and make speeches, network, conduct interviews, volunteer at an industry activity, and chat on social networking sites to develop your visibility.” -Janet Walsh, President of Birchtree-HR, LLC
A. Yes. In most cases, the online job site is a requirement for all applicants to use in order to submit their application for employment. At most companies, the online job site, is also used as an applicant tracking system in order to manage candidate flow as well as keep in constant contact with both Hiring Managers and candidates. In some cases, businesses do not even accept resumes of candidates that have not used the online job site to apply. -Michael Esposito, SPHR, Director, Associate Relations, Northern Division, The Home Depot
A. What I see is social media becoming more and more used as a recruiting medium. I see employers Twittering about open jobs, I see them posting discussions on LinkedIn. Facebook is another source where maybe an employee will post a comment about an open position at their company, and it goes out to all of their friends and so on. On the other hand, HR professionals are using the same sources to “screen” candidates. Potential candidates have to be very careful about their online persona. Don’t post anything online you would not want your Grandmother to see. - Cathy Missildine-Martin, SPHR, Senior Vice President, Sales and Marketing, Intellectual Capital Consulting, Inc.
A. Online job sites, job boards and applicant tracking systems are being used to some degree by hiring managers for selecting candidates but not solely as this would require filtering or screening of hundreds of unqualified applicants. In this economy, hiring managers cannot solely rely on these tools because there are thousands of individuals that are unemployed and now more than ever is the chance that candidates will “stretch the truth”. If anything, managers will focus on employee referrals and their networks (LinkedIn, Facebook, Twitter, etc) to identify qualified candidates and hopefully their networks are diverse to mitigate risk of adverse impact. -Danese Simpkins, MS, PHR, Director, Human Resources, Air2Web
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