Successful recruiters are learning to dig through data fields on the internet. They are exploiting the real power of the search engines. They are using commercially available spiders to map and scan huge quantities of data in search of real candidates...gainfully employed professionals making solid contributions in their current positions.

Advanced searching and sourcing on the internet is being utilized by   visionary recruiters. There are many opportunities to find candidates using the internet and by using different techniques, recruiting problems are being solved.

Most importantly, staffing professionals must aquire a mindset that is willing to utilize electronic recruiting in order to achieve success.

World Class Characteristics of a Web Based Recruiting System

1. Identifies passive job seekers that are not actively searching for a job on the web and gets them to apply.
2. Does not solely rely on the candidates to directly find us. Instead they are guided to the web site without their active help.
3. Web developers identify "triggers" for particular passive job seekers to assist them to visit our website and apply.
4. Finds the best candidates and gets them to apply on-line.
5. Uses multiple sourcing tools (on-line screening page) to ensure all "superstars" are identified.
6. Web site helps recruit qualified and diverse candidates including "cool" people and creative outside the box thinkers
7. The website screening process produces a higher superstar, qualified applicant, and a lower "turkey" recruit rate than our competitors (and then last year)
8. Utilizes the most modern technology in web recruiting to attract and excite high quality applicants.
9. The website offers an exciting but realistic "job-preview". It tells applicants what they really want to know about. Their future team, projects and job as well as providing and overview of the corporate culture and mission.
10. Hiring decisions, offers, acceptances and employee "sign-on's" can all be done over the web.
11. Emphasizes effective "intra-recruiting" on the intranet to identify and place "superstar" internal employees.
12. The web site has the capability to alert hiring managers that a World Class individual is browsing the website so that a "superstar" can be hired instantly (even without a job opening).
13. The website attracts "superstar" applicants and persuades them to apply for your company and not the competitors.
14. The website is continuously updated to stay current and communicates with applicants to maintain their interest and to reduce the likelihood that they will actively pursue other opportunities.
15. The website has a quick key that will prompt a screen that doesn't alert management that an employee is applying for another job.
16. The website tracks all visitors to determine who was visiting when and what their activity consisted of.
17. The website rejects applicants (or discourages applicants with a minimal chance) in such a way that they maintain a positive image of us and when possible, provides them with useful feedback on what they must do to become "qualified". It treats rejects as future customers.
18. The website has surveys online for applicants and rejects in order to determine any problems and the satisfaction levels.
19. The website simplifies the application process and reduces "frustration" barriers to increase "hits" by "hassle reluctant/ time pressed" candidates.
20. Through realistic and precise recruiting it discourages the unqualified (Has a 10:1 or lower "qualified" selection ratio) and allows potential candidates to" self assess" and self-select themselves in order to minimize "bad fit" and unqualified applications.
21. The website WOWs applicants in order to win the recruiting battle. WOW them with opportunities for gifts like free software, diskettes, screen savers, free pizza and coffee during exam week etc. Also links to other WOW websites.
22. All questions asked during the website selection process 1) Are directly related to this job, 2) Have a range of benchmark answers (each of which has an assigned score and 3) Are documented (along with the answers given).
23. Current high performing employee's are periodically used as testers and run (blind) through the website to "reverse test" it's effectiveness.
24. The website allows hiring managers to hire the most qualified individuals at the lowest starting base salary, relocation and sign-on cost.
25. The website is constantly updated because it is forward looking. It looks at future corporate. needs and assesses future competencies that will be required and is updated to reflect the changing company objectives.
26. Continually improves every aspect of itself (10% per yr.) The website is continually questioned. "We've always done it that way" is an unacceptable answer. We should mirror the speed of change of our products and "obsolete out own tools.
27. We continually measure every aspect of the website recruiting system's performance (using #'s and $'s).
28. Use side by side tests to compare company/competitor websites, "mystery shoppers", random sampling surveys , focus groups and pilot tests to ensure new systems are refined (and work) before (and after) they are implemented.
29. Has "seamless" international capabilities (multi-lingual of multi-cultural).
30. Has instant response to questions and problems (24 hours a day).

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