July 1999

Last month, we took a look at advertising using the Internet and job boards to widen your applicant net. This month, we’re going to look at the flip side of e-cruiting - searching resume databases for qualified candidates.

Typically, employers will conduct a resume search only when they have a position to fill. An often under used benefit of e-cruiting is conducting an exhaustive, systematic search of resume databases before anyone leaves or is promoted. Already having a list of qualified applicants helps reduce the length of time it takes to fill a job opening.

The first step in implementing a systematic resume search program is to train staff to effectively and efficiently search for appropriate resumes. This training should include: maintaining and updating resume source lists, conducting custom resume searches using job profiles and keyword lists, maintaining an inventory of high quality resumes, and performing first cut triage on resumes. It is also recommended that this individual have some previous recruiting experience, excellent Internet skills and keyword search proficiency, including Boolean logic (computer search grammar) skills.

Although adding a resume research specialist can seem like an unnecessary expense, it can cost less than using an outside recruiter for just one mid-level executive placement. The real pay-off here, though, is that soon your company will have an impressive collection of resumes of highly qualified candidates. And proactive, up front resume searches can help make better use of staff during traditionally slow times.

Then, when a job needs to be filled, a quick phone call and/or form letter can quickly determine if the candidate is still interested in changing jobs.