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Added 08/21/2000

Internet Recruiting Expert Reveals Top 10 Online Recruiting Techniques

Free methods for recruiters at small and large companies to find employees

Contact: Glenn Gutmacher, Recruiting-Online.com
Tel: 617-638-0101 or 508-285-6065, Fax: 508-286-4135, Email: glenn@recruiting-online.com

June 9, 2000-In response to the many small and large employers whose recruiters have experienced unprecedented difficulty in filling their job openings, Internet recruiting guru Glenn Gutmacher has just released his top 10 list of the most effective online recruiting techniques that target passive job seekers. Because many of these employers can't afford expensive advertising vehicles like full-color advertising or the 25-30 percent of first year salary that headhunters typically charge to fill positions, Gutmacher's list focuses on completely free, yet proven, methods to find candidates.

FOCUS ON PASSIVE JOB SEEKERS
Employers and recruiting agencies alike are learning that job applicants rarely respond in sufficient numbers to newspaper ads or even to online job postings on the major Internet career sites. With unemployment at an all-time low and just about every desirable candidate already working, the recruiters must find the candidates and then lure them away from their current jobs.

"The problem with many of the big Internet job sites," says Glenn Gutmacher, president of Recruiting-Online.com, "is that when you find desirable candidates by searching their resume databases, you're probably the 35th recruiter to contact them because so many other employers use the same sites."

"The Internet is still the most efficient tool to reach people in desired locations with specific skillsets," Gutmacher added. "But the methods that work best in the 21st century mainly target passive job seekers-people who are already working and not actively searching for a better job, but would consider one if it were presented to them."

THE TOP 10 LIST
Gutmacher, who developed the Advanced Online Recruiting Techniques seminar in 1997, shared his top 10 list of Internet recruiting methods, based on feedback from recruiters regarding their effectiveness.

1. Large virtual communities: Sites that offer free web page space, email, chatrooms and other resources to bring together people with common interests like Angelfire.com, Geocities.com and Tripod.com have millions of members each. These sites are still relatively unused by recruiters, even though they offer sophisticated search engines attached which let you target people with specific characteristics. For example, let's say you need resumes of electrical engineers in Wisconsin. Just go to www.geocities.com and in the Search box under "Explore Our Neighborhoods", type:
resume AND electrical engineer AND Wisconsin (then click the Search button).

2. Niche communities: Though not virtual communities in the Geocities sense, many niche sites are effectively turned into resume databases once searchability is enabled on them. For example, if you want target undergrads, grad students or faculty at particular colleges, go to www.utexas.edu/world/personal/ for links to personal pages at any of 200-plus colleges.

3. Where the most resumes are: Though proprietary databases on some career sites have up to 3 million unique resumes, several times that number exist on personal and company pages on the World Wide Web. These can be searched--for free--using one of the growing number of search engines that support advanced Boolean search queries. "You need Infoseek.com, HotBot.com or my favorite, Altavista.com," says Gutmacher. "It takes a little practice to craft the proper search strings that hone in on the resumes or people you want," he added, "but once you've written some that work, they're gold!"

For example, to find resumes of web designers who know Javascript and live in Massachusetts, go to Altavista.com, click on the yellow Advanced Search folder tab, and in the "Boolean Query" box, type: (url:resume OR url:biog* OR title:resume OR title:biog* OR resume OR biog*) AND ("web designer" or "graphic designer") AND javascript AND (781 OR 508 OR 978 OR 617 OR Massachusetts) AND NOT (job* OR EOE OR "human resources" OR HR OR preferred)

Below that, in the "Sort by:" field, type: resume title:resume (then click the Search button).

4. Where high-tech resumes are: While Altavista is still good for techies, Deja.com is the best way to search newsgroups, which are the 30,000-plus bulletin boards on the Internet containing messages on specific topics. Several hundred of these focus on employment, either by geography (e.g., atl.jobs for jobs in Atlanta) or industry (e.g., alt.medical.sales.jobs.offered for medical sales jobs). You can find resumes on these using Boolean search syntax similar to Altavista's. "A variation I like is targeting competitors," said Gutmacher.

Say you want to learn about as many people who work at GTE Internetworking (formerly BBN) as possible. All you know is that staffers' email addresses end with @bbn.com, which is good enough. Go to www.deja.com/home_ps.shtml and in the "Author" field, type *@bbn.com and click the Search button. In the results, click the name in the Author column and you will see the entire posting history of that person. You can learn a lot more than you thought!

5. Virtual interviewing on campuses: Did you pass on interviewing students at many desirable colleges because of the cost and time involved in sending representatives to all the campuses you wanted? Today, you don't need much more than a mic and a $100 quickcam attached to your computer (ISPs like Earthlink offer one free as part of their Internet service promotion for new signups) to do so -- the videoconferencing software is often bundled. Compatible videoconferencing systems are becoming commonplace on college campuses, often donated by the manufacturers seeking to gain a foothold with the next generation of business decision-makers. That means, instead of having to send staff to campuses to interview desirable students, the school seats them at a computer one after another, and you conduct full-motion voice and video interviews from the convenience of your desktop!

6. Start an e-newsletter: Determining when a given person will be receptive to solicitations to leave their current employer is like trying to time the stock market. Instead, maintain ongoing contact with thousands (or more) potential applicants by sending them a useful newsletter with career tips, business trends geared to their industry/function, and of course, some of your own job openings with a hyperlink to the rest. Such information is readily available online-sign up on a free industry-focused news service like Individual.com, and just link to the stories that would interest the type of candidate you're targeting. Free emaillist management software like listbot.com lets you process subscriptions automatically, any time. Internet marketers use this technique to boost sales and web site traffic, so why not recruiters?

7. Free Internet recruiting tips: Internet recruiting seminars and courses abound, but even the fee-based companies offer free e-newsletters to recruiters that you can sign up for, much like the job seekers' kind. "I maintain a list of links to these on my site," says Gutmacher, "but some great information also comes from newsletters not specifically tied to recruiting." For example, if you are a headhunter trying to drum up new business, you can get reports of initial public offering (IPO) companies, which typically are in active hiring mode, via email from IPO.com. Conversely, employers looking for more candidates could employ software, such as Copernic2000 (www.copernic.com) or BullsEye (www.intelliseek.com), that can search for news stories about companies now downsizing.

8. Autoresponders: Applicants can send you a resume in a second via mouse-click. Are you responding in Internet time? If not, "you may be losing candidates," says Gutmacher, "since many job seekers are snapped up in a week's time." An autoresponder sends an automated template message to the job seeker even before you have a chance to open their email. You can create different templates for different candidate types. For example, if all your finance department job listings give financejobs@yourcompany.com as the recruiter contact address, that results in a more customized message about your company for finance types, versus using ITjobs@yourcompany.com for all your techie positions. "If your email administrator doesn't know how to set up multiple autoresponders, it's time to hire a new person," quips Gutmacher.

9. Trade associations: Your company probably pays annual dues to at least one trade group in your industry, and probably many if you count memberships among individual staff. Many of these associations now have web sites with career functionality. As a member, you may be entitled to have your jobs listed there free, as well as have access to resumes. "Most companies have no brand recognition with job seekers, especially relocating ones," said Gutmacher. "But candidates often check out the web site for their trade in their state or region."

10. Free trials for paid services: Some of the fee-based, Internet career services are worth the money. But which ones are best vary, based on the employer's industry, location, job title and even the time of year. The best way to evaluate them is to try them. Though they don't promote it, most Internet career services will offer a free trial (posting jobs, resume database access, etc.) if you press them. So don't be shy! "One service I like that lets you search dozens of resume databases simultaneously and doesn't charge for a 14-day free trial is Resume InfoFinder Gold," recommends Gutmacher (www.infogist.com/careerxroads.htm).

"It's ironic that the most powerful methods to find passive job seekers are completely free," said Gutmacher, "when companies are used to paying thousands of dollars for often mediocre results." That's the beauty of the Internet!

ABOUT GLENN GUTMACHER:
Glenn Gutmacher, President of Recruiting-Online.com, developed the Advanced Online Recruiting Techniques seminar in 1997, since presented and updated for recruiters from hundreds of corporate employers, temp-to-perm staffing agencies and executive recruiting firms. From 1996 to 2000, he was Product Manager for TownOnline.com and launched CommunityClassifieds.com, one of Massachusetts' most popular career web sites, which won 1998's Digital Edge Award and EPpy Award for best commercial online product. Glenn has given keynote presentations at meetings of various area chapters of the Society of Human Resource Management (www.shrm.org) and is the official Internet Recruiting certification instructor for NEHRA in 2000 (www.nehra.com). He is an adjunct mentor for CareerMoves, Boston (www.jvs.org). Gutmacher is available for interviews with accredited media outlets.

Legal Note: Neither Recruiting-Online.com nor Glenn Gutmacher receive any compensation from, or have any stake in, any companies or services mentioned above.
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