The article opens by stating that:
"Rather than sift through mounds of online applications, they are going out to hunt for candidates themselves."
The article continues by citing the experience of SAIC:
"Inundated by online applicants, McLean, Va.-based government contractor Science Applications International Corp. plans to cut the number of job boards it uses in the coming fiscal year to six from 15 or so, says company vice president Kara Yarnot.
SAIC has asked its 125 U.S. recruiters to find candidates for analyst, engineering, and other jobs on professional social networks instead.
'It's almost a throwback to the old, dial-for-dollars method of recruiting,' says Ms. Yarnot. 'We need to reach candidates earlier, before they're being pursued by competitors.' "
It's not a surprising development. A lot of my clients have complained of being flooded with scores of resumes from unqualified candidates when they post jobs online. They feel that that job boards are generally not a good source of talent. And what is a job board but essentially an electronic version of a newspaper want ad. The simple reality is that you don't consistently find your best candidates from an ad...whether it is a newspaper or on-line advertisement. The best people are usually not actively looking.
That is not to say you can't fill a position with a great candidate whose resume you snatched off a job board. But as one of my favorite clients...a VP of R&D with a major Pharma company....used to say..."You may get lucky and fill a single position with a great candidate by simply running an ad or scouring an online job board....but you can never build a successful organization that way."
Finding good talent is a labor intensive process. It requires talking to a lot of people. It requires a lot more effort than simply following the old "Post and Pray" approach.
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