Developing recruitment partnerships

By NEHRA, 3/13/2002

1. Develop a cohesive online strategy

In order for an organization to be efficient and effective with their online efforts, it is essential that they have a structured, intelligently designed and well-executed strategy that encompasses several tools and techniques, allowing access to active and passive job seekers across the Internet. This is the first step in a successful online sourcing campaign.

2. Don't get sucked into the "black hole" of online recruiting

There is a persistent and misguided belief that to be a good Internet recruiter one must memorize the longest list of sites to post, say, an accounting job. These recruiters are totally sucked in by this "black hole," constantly looking for more places to post jobs. This strategy is frustrating, ineffective, and a monumental waste of time.

3. Learn how the job seeker is using the Internet

As recruiters, it would be ever so helpful for job seekers to drop themselves into specific buckets - for instance, accountants in this one, engineers in that one, and nurses in another. Unfortunately, that's not how job seekers use the Internet to find employment. The majority of job seekers use three or fewer job sites to look for employment (Forrester). It is imperative to learn how the job seeker actually uses the Internet, and not how recruiters would like them to use it.

4. Learn to assess sites

There are several criteria for assessing whether or not a site will be worth your time and money:

• Does the site have exposure? (If you build it they will not come - you have to go get them.) The number one rule in the career site world is marketing. A general rule of thumb - If you've never heard of the site, the chances are the job seeker hasn't either.
   
• Is there useful and compelling content that will make job seekers want to return?
   
• Is it easy to navigate and find what you're looking for?
   
• Are there tools to help automate the search process both for job seekers and employers? Are the tools intuitive and easy to use?
   
• Is there a large pool of open, active jobs one the site?
   

5. Free does not equal good

Despite the temptation many recruiters undoubtedly feel, free sites are not necessarily good. Recruiters often scramble around looking for free places to post jobs or look through resume databases - and in most cases it's a waste of time.

6. Recognize new trends

Learn how to identify trends in online recruiting that will benefit the organization. For example, through "affiliation" smaller sites are aligning with bigger sites to increase traffic. It's an important trend and should be considered when assessing a site - with whom is the site affiliated?

7. Metrics

Measure results! One sure way to improve efficiency and contribute to the organization's bottom line is to pay close attention to what works and what is wasting time and resources.

8. Time Management

There are plenty of ways to waste time on the Internet. A general rule of thumb: a recruiter should not spend more than one or two hours per day on the Internet. The key is to have a solid, comprehensive strategy in place and to follow a strict schedule. This will allow the recruiter to cover all the tools, techniques and tasks that are required from an online strategy - and leave plenty of time to do the real work of recruiting - like picking up the phone and developing those new leads into candidates.

9. Learn how to use tools

10. Remember that it's only a tool

The Internet and related tools and techniques are an increasingly important aspect of the recruiter's job - but the key word here is tool. They are meant to simplify the job, not make it more difficult or complicated. They are meant to aid the recruiter, not displace him or her. Understand how to use these tools and integrate them. Remember: Internet sourcing is not the magic bullet of recruiting. Recruiting is all about networking, and tools like the telephone, a Corptech directory, or the Internet are there to support, not take the place of, the recruiting function.

Edward Melia is senior partner at HR CyberQuest in Boston and is a NEHRA member. He can be reached at melia@hrcyberquest.com.