Thursday, July 31, 2008

Recruiting and Technology

Recruiting and Technology, sometimes they just don't mix.

According to recent statistics, there are over 100 million resumes on the Internet. There are over 4000 job boards, although I stopped keeping count years ago. The cost a candidate pays for sending a resume to hundreds of jobs is a mere click.

Two decades ago, before email and unlimited calling were standard, most resumes came in via fax. If 100 million resumes were each sent to 10 companies, and it took 3 minutes to fax a resume and coversheet, at the cost of 20 cents a minute, it would cost over $600 million for candidates to submit their resumes. A lot of money now, and in 1988 the average home sold for $112,000 and a gallon of gas was 95 cents. The cost to send resumes via email today: close to $0. The cost has now shifted to companies who have to spend time filtering the resumes, all while paying for the job board access to get these resumes.

Estimates point to increased resumes, increased job boards, and easier access for candidates, thanks to job board aggregators like and

Organizations now have an answer that allows them to navigate through the increasing volume. YourLeap, based in Stamford, CT is emerging as a hybrid solution. YourLeap uses it's access to all the major job boards and hundreds of minor ones, to locate, contact, and screen through the clutter for companies.

Recruitment Process Outsourcing

Companies consider outsourcing their recruiting because they are not always properly equipped to handle the entire recruiting process all the time. Recruitment Process Outsourcing companies claim that they will improve a company's time to hire, increase the quality of the candidate pool, reduce cost and improve compliance.

Economic cycles, business cycles, and the competitive landscape all affect an organizations hiring needs. Given the unpredictability of all these factors and the increasing speed which they change, organizations have a difficulty being properly equipped at all times. Ideally companies should be equipped for peak hiring, but that is costly and wasteful during non-peak times.

RPO can be an integral part of a strategic recruiting plan. Recruiting talent is the most essential function in a company. Recruiting, by definition, is how you get your top talent. In a talent based economy, there is nothing more important to most companies than their people. Recruit well, your company thrives; Recruit poorly, you'll lose to companies that recruit well.

The major components of the recruiting process are: defining the need, sourcing, screening, selection, negotiation and onboarding. RPO's want to take over part or all of this process. Lets dissect all the components.
Defining the need: a strategic part of the process, you're deciding what type of person and what specific skill set you need.
Sourcing: sourcing well is essential to having a candidate pool to screen through.
Screening: sorting through the candidate pool to quickly identify top candidates.
Selection: arguably the most important part, you are identifying the best match for your organization.
Onboarding: do this correctly and you save ramp up time and your candidate becomes acclimated and productive quickly.

Strategic parts of the hiring process should not be outsourced, they give your company the edge it needs to thrive. Outsourcing the tactical components, sourcing and screening, can help you invest time where you can leverage it best.

YourLeap, based in Stamford, CT has been successful in helping organizations invest time back in to the strategic part of recruiting while maximizing their sourcing efforts. YourLeap "Takes the Work Out of Recruiting" while giving you unprecedented access to all the major job boards and hundreds of minor ones. YourLeap industry experts then screen through all the responding results and sort them so you can spend your time where it pays off. Best of all with YourLeap, you need no lead time, resumes start flowing in within 48 hours and you are able to turn it on or off, based on your current demand.

Wednesday, July 30, 2008

Recruiting in a Downturn

Many organizations feel that recruiting for talent is easier when the economy is struggling than when the economy is booming. When the economy is booming candidates have their choice of opportunities and can write their own ticket. When the economy slows and companies start to lay off, candidates become plentiful. Candidates that were previously passive now become active.

Let's first put things in perspective. Unemployment in the United States, currently at 5.5%, is low compared to the rest of the world. According to the CIA World Factbook, Canada has an unemployment rate that is almost 10% higher(6.0%) and Europe is over 20% higher (6.7%). Even with the current bump up in unemployment, 94.5% of the US is employed. Downturns, historically, have offered a small window where companies gain greater access to recruiting talent.

Companies that are investing in staff while others are downsizing have an opportunity to attract candidates that would not typically be on the market. The challenge is to distinguish between candidates that were let go because companies were cutting under-performers and the solid-performers that were let go as part of a larger scale attrition.

There is a difference between a good candidate and a good employee.... sometimes they overlap, but frequently they do not. Good candidates have their resume prepared, they have it posted on the right boards, they search efficiently and they have practice interviewing. Good employees may not have updated their resume in years and they don't use the job boards effectively or search them as frequently as they should.

Organizations who want to attract good employees have to bridge the gap: they have to use many boards to make sure they capture the few boards that good candidates are on, and they have to maximize exposure to their job to make sure it's seen in the window of time that the good candidates are looking. Maximizing exposure to your position is typically expensive, time consuming and hard to justify in a down economy.

Fortunately companies now have an alternative. YourLeap offers a robust solution and a cost effective price. YourLeap maximizes your exposure to all job boards while saving you both time and money. YourLeap industry experts post your position and search daily on all the major boards and hundreds of niche boards. The results are easy to access by logging in to and viewing the pre-sorted responses from the over 100,000,000 candidates that are on the job boards they have access to, as well as the hundreds of major and niche boards they post to.

If you are investing in hiring while the economy is slow, it's worthwhile to insure the return on that investment by maximizing your exposure to candidates, and YourLeap offers you that tool.

Monday, July 28, 2008

Which Job Boards Work Best for Recruiting? All of them.

All the major job boards are not created equal. They attract different candidates, in different ways and at different times. The only way you are sure to capture all the available candidates on the net is to use all the major and niche boards; use them all ways, by posting and searching; and use them all the time, by searching daily.

Until now companies have had to choose job boards, hope they chose correctly, and then find the time to properly utilize them.

YourLeap offers the ideal solution. YourLeap accesses all the major job boards, and hundreds of minor ones. YourLeap experts post your job and search daily for you. Companies no longer need to pick the right boards, or spend their limited time searching through them. YourLeap does the heavy lifting for you. YourLeap posts your job, searches over 300 resume databases, contacts the top matches, and has industry experts sort through all the responding results.

One major board may have an aggressive campaign one month and another board may attract more candidates the very next. YourLeap takes the guess work and the frustration out of the equation for you. powers the New York Times job board and attracts more passive, technology specific candidates. Careerbuilder has an affiliation with and Hotjobs is owned by Yahoo. Do you want to guess browsing behavior when you need specific candidates quickly?

It is clear, there is no single board solution for all your jobs, but there is a single source solution, YourLeap covers all the job boards, in all ways, and all the time.

The Future of Recruiting

There are misconceptions of what recruiting may look like in the future. The one I hear most often is video resumes will be the standard. A close second is that advancing technology will take place of recruiters soon. Lets take a minute to dispel these.

What is it that an EEO, OFCCP, ADA compliant organization can see in a video that they can not see in a text resume? What can they recognize in a video screening that they can not from a phone screening? Unless you feel we, as a country, will become significantly less litigious, I wouldn't expect videos to replace resumes anytime soon.

Technology has advanced greatly over the past decade, but has it made finding talent easier? Many will argue that technology has made things more difficult to find talent. There are more resumes on an ever increasing amount of job boards. Passive candidates are more difficult to find, and ultra active candidates are using white type (putting white words on a white background) to help the ranking of their resume.
We live in a talent economy, those organizations with the best talent fare best. If and when Google comes up with an ideal candidate algorithm (even they use recruiters now), will they let Microsoft, Yahoo or other competitors access this or would they keep it for competitive purposes?

One trend that is gaining traction are job board aggregators, such as and Organizations searching for talent have a tougher challenge, when they pay to increase job board access, they increase the amount of time to post jobs, search resumes and contact candidates. One company that is emerging as a hybrid solution is YourLeap uses it's access to all the major job boards and hundreds of minor ones, to locate, contact, and screen through the clutter for companies. The candidates that have expressed interest are rated in a simple, and easy to access method.

Take the Work out of Recruiting

Recruiting and Sourcing, what's the difference? Large recruiting organizations and the best agencies know.

Recruiting is an art, it's identifying the right prospect, attracting them, and closing them. Not much different from sales, in fact, the best organizations view it as selling your company. Recruiting is the most valuable function of your company. Before you argue that it's sales or senior management, ask yourself how you find and attract your top sales people and managers: you recruit them.

Sourcing is a commodity. Sourcing is not recruiting, sourcing is lead generation and qualification. Sourcing done poorly, takes up time that should be spent with hiring managers and pre-qualified candidates. Sourcing, done properly, gives recruiters time to discuss strategy with hiring managers and feeds a pipeline of qualified candidates for recruiters to attract.

Most companies don't have the access to all the major job boards or the time to screen through all the resumes they may get from them. Fortunately there is a cost effective solution that takes the work out of recruiting, YourLeap gives your recruiters time to recruit. With access to all the major job boards and hundreds of minor boards, YourLeap experts post, search and filter through over 100 million resumes and deliver the results in a sorted, easy to access format.