Comments on: Job Posting vs. Searching for Candidates

By: Beverleez

Beverleez — Tue, 10 Nov 2009 17:17:02 +0000

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By: Laxmi Patel

Laxmi Patel — Fri, 23 Oct 2009 19:05:22 +0000

Glen,

Very good post.
For contract IT positions, we receive around 30% of fake resumes in dice. We don’t store these resumes. We store the remaining 70% in our database.

What strategies do you use to engage passive candidates in active strategy ?

Laxmi
http://www.bmsoftsystems.com
linkedin: http://www.linkedin.com/in/laxmipatel
IT Blog: http://laxmijobs.wordpress.com
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By: Boolean Black Belt

Boolean Black Belt — Wed, 14 Oct 2009 01:45:32 +0000

Marc,
I’m not fond of all of the labels either (passive, active, etc.) – I believe everyone is a candidate!

By: Boolean Black Belt

Boolean Black Belt — Wed, 14 Oct 2009 01:44:37 +0000

Ann-Marie,
Excellent question! While I am certainly not an expert on the subject – there is not issue with searching for candidates who match BQ’s, regardless of source (LinkedIn, etc.) or age of resume (since last update or record create date), and inviting them to apply. Am I off base?

Can anyone else provide any insight here?

By: Boolean Black Belt

Boolean Black Belt — Wed, 14 Oct 2009 01:40:20 +0000

Jer,
Have you had a dissimilar experience? I’m speaking primarily from job postings for I.T. professionals, and I quite literally may have placed 1 person per year as a direct result of them applying to the position. Perhaps it’s different for corporate posting vs. agency? Thoughts?

By: Brandon Barber

Brandon Barber — Fri, 09 Oct 2009 21:33:40 +0000

Nice post Glen. I do like a balance of both. I’ve had some very nice placements from postings in the past year.

Also, I have encountered several situations lately with “passive” candidates that have turned down offers. In this contract to hire world., sometimes it’s hasn’t hurt getting the active ones. Candidates seem to be much more picky lately in my experience.

By: #socialwebsourcing

#socialwebsourcing — Tue, 06 Oct 2009 18:28:16 +0000

my fav part =

“If I post a job, I am not expecting results – experience and statistics show that most people who respond are not qualified for the position.”

Jer

By: Ann-Marie

Ann-Marie — Tue, 06 Oct 2009 16:50:02 +0000

I am curious as someone newer to the field – how do you deal with all the requirements of affirmative action (if your agency reuqires it) when doing the passive recruiting or even the social network recruiting (definition of applicant, etc.). I want to get into this – but I seem to get obstacles from compliance…

By: Marc Drees

Marc Drees — Tue, 06 Oct 2009 06:34:58 +0000

@Glen:
Passive candidates are like unicorns. They don’t exist…

By: Brad Corbet

Brad Corbet — Tue, 06 Oct 2009 01:43:40 +0000

I agree with your article here and am interested to know if you think it is possible to design a system that blocks the occasional job seeker and will only generate resumes that match the specs input on the employer side.

While the ATS system we use is an internal system, I am unfamiliar with the types of filtering applications are available. I am trying to figure out a way that resumes can be filtered to match exactly what is posted in the job ad by the recruiter or employer.

Is this wishful thinking or a possible reality?

Any comments welcome.

Cheers,

Brad