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News you can use from the job search front!

Wednesday 29 August 2012 at 3:06 pm

I have a friend who is in job transition.  His company was acquired by another company and like a lot of acquisitions to the victor goes the jobs.   It was a situation where the two companies did things differently and my friend's job did not exist in the new company.  In any event, the good news for my friend is when the rumors started circulating that his company was in play he began preparing for a transition.  Once the sale was announced and he knew he was not going to be picked up he was able to hit the ground running and a week after the acquisition had his first job interview.  He has since discovered or confirmed a few things about the job search process that I believe are worth sharing.

1.  Many companies have upgraded the qualifications they are seeking.  For example, requiring a bachelor's degree where none was required before.   That means people like Bill Gates, Larry Ellison, David Geffen, Abraham Lincoln, Andrew Carnegie, Barry Diller, Ansel Adams, Ashley Qualls, Debbi Fields, Frank Lloyd Wright, my friend and a whole list of senior executives I have personally worked with need not apply.  Why, because they too do not have a college degree.  The good news is there are a lot of high paying jobs that don't require a college degree.  Check out the 25 Highest Paying Jobs - No Bachelor's Degree by Anthony Balderrama.   The bad news is that more and more companies are setting qualifications that are meant to attract talent but in actuality repels qualified talent.

2.  Many companies are demanding exact matches to their job requirements.  This may not seem new except it is much easier to do with Automated Tracking Systems (ATS) because it enables companies to fine tune their filters to the point where only the perfect candidate emerges assuming such a person exists.  For example, you apply for a regional vice president position.  It is something you are doing now or have done before except your job title was a vice president.  You could be rejected by the ATS that was seeking regional vice president experience. 

3.  You submitted your resume/application online but you are not sure it went through or the system crashes.   One company told my friend they receive as many as 1.5 million resumes overwhelming their system and it crashes.  Someone once said what are my chances of winning big in Las Vegas?  The answer is between slim and none.  The same is true about getting through an Automated Tracking System.  Slim to none or at best 1.5 million to 1.  However, there is a way to improve your chances and increase the probability that your resume will get through.  

First, do your best to make sure your resume matches as many of the requirements for the job description truthfully as possible.  There are lots of resources available to assist you in doing this.  I found one on  In the past matching 80% of the job requirements was sufficient but now I am not so sure.  You need to pay attention to the subtleties such as job titles versus job functions. 

I told my friend not to trust the electronic system and he has done a great job of finding people inside the organization where he is applying.  He has made cold calls until he found someone who would follow up.  This has allowed him to ask about the job requirements such as a bachelor's degree and if there was any flexibility.  What my friend is discovering is it that people are responding and being helpful which makes me believe they know how tough it is to get past the ATS gauntlet and anyone who does they are willing to help them. 


View Thomas Cairns, D.B.A.'s profile on LinkedIn

How tough is it to be creative?

Saturday 04 August 2012 at 4:33 pm

I occasionally listen to radio personality Larry Elder.  He will often read a comment or play a sound bite and at the end of it say, "really."  His "really" is a challenge as if to say you have got to be kidding...really?  I had a similar reaction after reading "What Chief Executives Really Want" in Bloomberg BusinessWeek.  IBM's Institute for Business Value asked 1,500 chief executives what was the most important leadership competency for the successful enterprise of the future.  Their response was "creativity."  I did not say, "really". 

The CEO's went on to define a creative leader as someone who disrupts the status quo, disrupts existing business models, and disrupts organizational paralysis.  I still did not say, "really".  The CEO's went on to say their organization's needed fresh thinking and continuous innovation at all levels in the organization.  Still no "really", the CEO's went on to say they expected the business environment to get more complex and to that more than half of the CEO's doubted their ability to manage this escalating complexity.  Stop, more than half the CEO's said they can't disrupt the status quo, change their business model or get their organization moving, REALLY?

Come on, how tough can it be to challenge the status quo, change the way of doing things, and motivate people?  It's clearly not that easy but it is also not impossible.  We first must understand what it means to be creative and for that we need a brief review of grammar.  Trust me coming from me it will be very brief.  The word creative is an adjective and we all know that adjectives are used to describe the quality of the word they are modifying i.e., creative leader or creative bookkeeping.  The definition of creative means the quality or power to create from one's own thought or imagination.  That's where most people bog down.  They believe that imagination and original ideas only happen once in a lifetime to people like Steve Jobs, Walt Disney or Henry Ford, but that is not the case.  Fast Company publishes a list of the 100 Most Creative People in Business and you may be surprised to learn that not everyone who is creative runs an internet company some are founders of the National Kidney Register. 

So how can we challenge the status quo, change the way of doing things, and motivate people.  One way is to keep asking why.  One of the first words little kids learn after mom and dad is why.  They are curious and it's annoying but if you are patient they learn a lot and so do you.  Two, everything new is a variation of something old.  New products or services are often the extension of an existing product.  Think about the TV series CSI and Law and Order.  Three, NIH, which stands for not-invented-here is similar to two, but is taking a practice found elsewhere and applying it to your situation.  Some people may refer to this as a best practice.  An example of this is applying supply chain management to humanitarian relief or disaster recovery efforts.  Fourth, think inside the box.  All sporting contests operate within boundaries.  The key to success is mixing up the plays and executing better than the other person.  Lastly, get out of your comfort zone.  Most people don't like change and I am one.  However, when I review the changes that have occurred in my life I realize some were initiated by me and some were not.  Guess which changes worked out the best?  The answer is both, it is a trick question.  Now, don't get carried away because we do need to operate within comfort zones as well.  The challenge is be comfortable being uncomfortable.  Finally, you are creative but you just don't know it.


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When using social networking sites the best offense is a good defense

Friday 03 August 2012 at 4:31 pm

In a recent blog I provided advice on how to make sure your resume gets seen by a human being.  The blog generated a lot of interest and resulted in me being interviewed by Peter Clayton on TotalPicture Radio.  Imagine my concern when I read an article in entitled The Death of the Resume.  Jeanne Meister writes "forget the resume; today, employers pay more attention to a candidate's web presence, like their top Google search results, their Klout scores, their number of Twitter followers or the number and quality of recommendations they have on LinkedIn."  However, before you tear up, excuse me, delete the resume you worked so hard developing or ask your resume writer for a refund.  You need to remember that the internet was going to replace brick-and-mortar stores.  That has not happened in fact according to a survey by the online local media company Local Corporation; approximately 90% of shoppers still prefer brick-and-mortar stores.  So, in my humble opinion, social recruiting is a force to be reckoned but will not eliminate the need for a resume.

Let me tell you why.  The focus of The Death of the Resume was on how companies could "re-imagine recruiting" by using social media to give candidates an opportunity to showcase their innovation and creativity.  Ms. Meister gives an example of Shawn McTigue who applied for an internship with MasterCard using YouTube to showcase his talents.  The rest of the recruiting process involved engaging with MasterCard's Facebook page, uploading a resume (I told you to keep it) on LinkedIn and following directions on Twitter.

In the case of the MasterCard intern application process does this represent a trend or a one off?  According to a 2012 survey by over 90% of companies use or intend to use social media to recruit.  So it is a trend.  However, only 16% of job seekers used social media to find their most recent job.  So it is a one off.  Except, 86% of job seekers (passive and active) have a social profile.  Remember Field of Dreams and "if you build it they will come."  Apparently that is not the case with social recruiting thus, the call for companies to think outside the App but maybe the way companies recruit needs to be re-imagined as well.

In the meantime, as a job seeker what should be your strategy when using social networking sites?  Should you choose the best offense is a good defense or the best defense is a good offense?  In my opinion, since the majority of employers are or will reference check you on Google, Facebook, Twitter, LinkedIn, etc.  I suggest you think defensively first.  One of the issues with social networking sites is that people do not think through what their thoughts or images project until after they hit the send button.  Then reality hits and they realize what was I thinking and of course, that is the issue they were not thinking.  So, while there is a growing appeal for you to show your creativity you need to be vigilant in the personal brand you are projecting through your social networking sites.


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Let's Go Job Surfing!

Friday 06 July 2012 at 2:03 pm

I live in Southern California, the Entertainment Capital of the World but it is also known for its surfing and beach culture made famous in the 1960's by the American Rock Band The Beach Boys.  I bet you did not know that one of The Beach Boys surfing songs was actually about job search.  The song is "Catch a Wave" and you're sitting on top of the world.  Of course, I am being facetious.  However, surfing is as a great metaphor for job search.  I found some of these tips on which I think fit job search scenarios quite well.

1. Get in Shape.  There are no out of condition world surfing champions.   Job search translation - get your resume in shape.  Too many people rely on self-help resume templates or friends to help them put a resume together.  Anyone who has ever worked with a fitness trainer knows you get a better workout when someone pushes you.  Get advice from an expert and don't go public until you have a lean, mean resume.

2. The worse the conditions the better.  World class surfers surf in all conditions not just sunny days.  Job search translation - push yourself and keep pushing to get that resume in shape, push yourself to attend networking events, push yourself to make that cold call, push yourself to prepare for an interview, push yourself until you find that open door and then keep on pushing until you finish the wave.

3. Use that thing between your ears.  Great surfers don't just react, they think.  They visualize.  Job search translation - think about the reaction people will have who read your resume or listen to your elevator pitch, think about the questions you are going to be asked on that job interview, think about that handshake, think about what you will wear to the interview, etc., and then concentrate on what you need to do to assure a positive response to each.

4. Get analytical and have a Good Bag of Moves.  Every surf condition is different and requires adaptation.  You need someone to observe your moves and help you improve and overcome areas of weakness.  Job search translation - most athletes have coaches and job search is no different.  A career coach can help you identify areas where you need to improve your job search strategy, resume, interviewing, networking, helping build your confidence and to keep pushing you.    

5. Fear is something to work with.  A great surfer respects fear and uses the adrenaline it produces to achieve success.  Job search translation - the loss of a job or the fear of job loss produces fear that can be used to fuel the next great job opportunity.

Lastly, I have never physically surfed with a board but I have body surfed and have caught a few waves that produced exhilarating rides.  I have also swallowed mouthfuls of salt water and been tossed to the beach with my body covered in sand and sea shells.  With either experience I could not wait to run back and do it again.


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How you can make sure your resume gets seen by a human being

Wednesday 27 June 2012 at 1:19 pm

It has been said a picture is worth a thousand words.  Yet, according to Dr. Sharon Latchaw Hirsh of the University of Pittsburgh, many pictures are complex, mysterious, and challenging, requiring interpretation.  Dr. Hirsh offers a series of lectures on how to understand and appreciate great art. 

Did you know your resume is a picture OF a thousand words (more or less) that requires interpretive knowledge to evaluate your qualifications.  According to some experts an estimated 72% of resumes are never seen by human eyes.  Almost every employer asks its job candidates to submit an application into an electronic database.  That application then passes through an Applicant Tracking System that filters out unqualified applicants and keeps those deemed qualified.  The ATS is only as good as the information programmed into it. Unless, the company you are applying has a search engine capability similar to Google, Bing, Yahoo, etc., that ATS will most likely filter out more then it filters in.

How can you make sure your picture of a thousand words gets viewed?  There are resources available to job searchers that can assist in strategies and tactics to get your resume seen.  One such resource is is Resunate and  I found an article there entitled How Can I Make Sure My Resume Gets Past Resume Robots and into a Human's Hand?  They show you how the screening process works and ways you can strengthen your resume to get into the hands of someone who can do something with it.  This is great technical advice and I recommend you strongly consider it but if you really want your resume to be seen by a human being you need to go through and around the ATS.  How do you do that? 

First, don't be concerned about offending the ATS because after all it is a system and lacks human emotion.  However, you need to respect it and do your best to satisfy the specifications for the position by demonstrating that your qualifications best match the requirements.  That means you need a resume that paints a compelling story and becomes part of the 28% of resumes that get viewed by a human being.

Second, research the people in the organization where you are applying.  There are over 130 million members on LinkedIn but they are not the only source of information.  Dun and Bradstreet is another with over 200 million companies in its database and over 50 million professional contact names.  Some of this information is free and some you might have to pay for you decide.

Third, make the world smaller.  Use your network of contacts, including secondary and tertiary contacts to find someone connected to the people in the organization you are applying who can refer you.  I have said this before but will say it again because I know it is difficult to grasp.  I have almost 9 million people in my network.  That is more than the number of people who live in New York City.  I am still wrapping my head around this.  We all need to learn how to effectively manage our contacts.

Lastly, THINK about the message you are sending.  Don't make it too complex, mysterious or challenging to understand.  The majority of humans you hope will read your resume are not trained to appreciate great art.  If your resume requires too much interpretation you will have only succeeded with getting your resume to a human.  The most important part is for that human being to say this picture is worth the thousand words.

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In job search and life do the thing you fear

Thursday 31 May 2012 at 5:46 pm

Searching for a job or career opportunity can be overwhelming and intimidating.  There is so much to do that sometimes you rush certain aspects of job search only to find out that if you had taken the time to get advice on how to write a resume, cover letter, network, conduct research on target companies, use social media, prepare for an interview, and follow up you might have landed one of the jobs that came your way when you first began searching.  Now, you feel like you have to start over but where to begin. You are frozen in time and you need to break free so my advice to you is to do the thing you fear.

Immediately after college graduation I had some job interviews but nothing I wanted to accept so I took a position for the summer as a direct selling associate (otherwise known as a door to door salesperson).  It was an opportunity to make some money and gain confidence.  The company was Southwestern Publishing Company out of Nashville Tennessee.  My sales territory was rural Kentucky, nothing wrong with that, great people but I lasted two weeks.  To be a successful door to door salesperson you need to get into the potential customers home.   After attending a week of sales training I had mastered the art of getting invited into a person's house. 

First, you knock on the door.  Then you greet the person who answers with a statement that is disarming.  My opening line was "I'm just another pesky salesman you don't shoot them do you?" real ow what you are thinking this line would never work in the Northeast where I am from.  I then hesitated and started wiping my feet signaling I was ready to enter.   On my first day I entered 29 out of 30 homes.  That's the good news the bad news is I did not sell anything. 

No problem we were told in sales training that if we kept getting into houses the law of averages would take over and we would make sales.  I sold nothing the second day and I found walking up to the next door got harder and harder to where eventually I did not get out of the car.  I sat there paralyzed with fear.  Our sales training had prepared us for this as well.  We were to "do the thing you fear and that will be the end of fear."  Great advice and they were right.  Except, I had overcome my fear of meeting strangers and this was a new fear.  The fear of not selling anything.  You see, the law of averages is a belief that something will occur, not a mathematical probability that it will. If you flip a coin there is a 50% chance that it will land on heads or tails regardless of the result of the previous flip.  It did not take me long to rationalize that door to door sales were not for me.  I bailed but not without learning a valuable lesson.

I would continue to experience circumstances and situations in life that would produce fear.   Some of those circumstances like impending danger you need to heed.  However, when fear threatens to limit your personal or professional growth you need to do the thing you fear and that will be the end of it.  If that means rewriting your resume, attending more networking events, targeting more companies, learning to use social media, preparing for another job interview then so be it.  The law of averages may not be a mathematical probability but there is more likelihood you will land a job if you continue your job search activities then if you stop or short circuit them.

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What You Can Do to Help Your Employer Retain You

Saturday 26 May 2012 at 1:40 pm

You finally landed your dream job, now what?  Enjoy it while it lasts, because there is a 25% likelihood you will leave within one year and another 33% possibility that you will not meet productivity targets.  According to the 2012 Allied Workforce Mobility Survey the odds of your employer retaining you are less than 50%.  However, before you start looking for your next job there are actions you can take to help your employer retain you.  After all this is your dream job.

According to the survey there are three reasons that new hires leave within their first year.  They are management relationships, job performance and lack of career advancement.  Let's deal with them one at a time. 

1.      What can you do about management relationships?  Someone recently said "people don't leave their job they leave their supervisor."  Apparently, it's true.  I had a boss early in my career.  Let's call him Ebenezer Scrooge (not his real name).  He was caustic, acerbic and downright rude and he liked me!  Others would argue and confront.  None of it changed his behavior.  This may seem like a hostile work environment but it wasn't.  I am not suggesting you tolerate abuse.  I did not.  The real Scrooge was transformed but not here.  I persevered and learned not to take his comments personal but it was hard at times.  We all have examples of friends and family who behave like Ebenezer Scrooge.  You don't condone it and you may even try to avoid them but if you can't you learn to cope.  I worked for my Ebenezer for 3 years and learned enough to get a great promotion. That would not have happened if I had opted out.  You might be interested to know there are over 400 to 600 coping strategies.

2.      What can you do about job performance?  Fortunately most bosses are not an Ebenezer.  But, the majority will throw you into the deep end of the pool and watch you sink or swim.  You may accept this but it is not the best way to learn to swim.  Before you get thrown in there is an important question to ask during the interview process.  "What is your onboarding process?"  Get as much detail as possible about who conducts it, what is the content, what am I expected to deliver in the next 30, 90 days, 180 days?  Will there be opportunity for training?  Will you be assigned a sponsor?  You see most organizations with less than 10,000 employees do not provide training, mentors/sponsors or performance goals.  This is what 500 HR professionals said in the above survey.  So by asking what is your onboarding process you are confirming what you already know or suspect.  This gives you an opportunity to identify what additional information you need to know prior to starting and to make suggestions on performance goals.  If you can get agreement you are much more likely to succeed.  If you cannot get agreement then maybe this is not your dream job or the only way you will succeed will be in your dreams.

3.      What about career advancement?  If you are not sure ask "assuming I do a great job will there be opportunity for me to advance at the appropriate time?"  This is one area where there should be no confusion.  However, this is still one of the top reasons people leave so something must be wrong.  Either there were no opportunities to advance or the opportunity to advance does not come soon enough.  Don't accept a job that does not have opportunity for advancement and where there are opportunities be realistic about the timeline for achieving them. 

These are the reasons you will leave your employer if not in the first year then perhaps in less than five years.  So your retention rides on your ability to help your employer overcome these problem areas.  You see most employers don't know you are unhappy.

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Help Recruiters Get to Know the Real You

Wednesday 21 March 2012 at 1:17 pm

I had a boss who said "to know me is to love me."  It was true.  You have heard similar statements from people you know.  Statements like once you get to know me you will like me.  What they are telling you is "there is more to them than meets the eye."  This is true about every human being.  Once you peel back the onion there is an interesting and complex person.  However, you have to spend some time getting to know them.  That's good if you have time but for a job seeker, employers don't have time to get to know the "real" you.  So how can you get their attention?  I say give them a glimpse into your real personality.  When someone looks at your resume do you jump off the page? 

It is a fact that most employers will spend less than one minute reviewing your resume.  It is also a fact that most employers will spend those few seconds reviewing the upper one-third of the first page of your resume.  What does this critical section say about the "real" you that would cause someone to want to get to know more? 

Let's face it most resumes are boring.  They are full of facts, albeit important facts about you and your accomplishments. But your resume is not that much different from the next person.  What is different is your personality.  Some people try to differentiate their resume through fonts, formats, pictures, graphs, etc.  All good and that may be sufficient to grab a recruiter's attention but it does not tell them anything about you except that you received professional help preparing your resume. 

What do you want your resume to say about you?  I have used an ice breaker where I ask workshop participants to state 3 things about themselves that nobody knows.  Have two of the statements be true and one statement a lie.  It makes for an interesting exchange.  I am not suggesting you include one lie in your resume.  What I am suggesting is to think about the person who is glancing at your resume.  What can you do to cause them to stop and take a second look? 

Most resume's focus on the factual but personality is more than adjectives it is about feeling.  I looked at my own resume to see what it said about me and while my credentials are impressive.  He said humbly.  It is boring.  It says nothing about the real me.  Think for a moment about your social network sites, your wall, groups and your posts.  Why do you think employers are interested in your social network sites?  They are looking for the real you.  Unfortunately, on Facebook, Twitter, blogs, etc., the real you is more than most people can handle.  There is real and there is unreal.  You need to know the difference.  However, if you take a little of that personality and include it in your resume someone might think there is more to you than meets the eye.  For Pete sake, my superhero name is HR Warrior and that shows up nowhere on my resume. 


View Thomas Cairns, D.B.A.'s profile on LinkedIn

Preparing for a job interview takes batting practice

Tuesday 21 February 2012 at 3:52 pm

Most job seekers are unprepared for a job interview.  They spend the majority of their time trying to land a job interview and once they do they believe the hard work is done.  The only thing remaining is to show up for the interview and impress the recruiter or hiring manager with their qualifications.  Sounds simple and since 80% of being successful is showing up how hard can the remaining 20% be?  Apparently not that hard because most job seekers put little or no effort into preparing for a job interview. 

That's okay because most hiring managers put little or no effort preparing as well.  So the playing field is level.  Before you relax, consider this, why would a hiring manager be unprepared to interview you? 

For one, it takes time to prepare and who has time.  Second, they have been doing this for years and they have their favorite questions.  They instinctively know the right person when they see them.  However, the real reason is they have never been trained on how to conduct a job interview.  You may think this is a good thing but it is not. 

The most important hiring decision that someone will make about you is being done by a person who does not know what they are doing.  As a job seeker your fate is in the hands of someone whose gut instinct is going to tell them whether you are qualified for the job and how you will fit into their organization.  HR handed them your resume.  They looked at it for 60 seconds (if you are lucky) and this will be the person determining your future.  There are exceptions but they are few.  Unprepared meets unprepared and letís hope for the best. 

It is amazing that somehow the right people get hired or do they?  Makes you wonder.  What if at least one person in this equation was prepared for the job interview, would the outcome be the same or different?  I would say the odds would be in favor of whoever was best prepared. 

Consider a baseball metaphor.  Every baseball player steps into the batterís box looking for a pitch they can hit.  Preferably a fast ball, a smart pitcher knows this so they throw sliders and off speed pitches hoping the batter will chase them.  When they do, they finish them off with a high fast ball.  However, this scenario changes if the batter is ready to hit whatever pitch is thrown.  That takes practice and preparing for a job interview is the equivalent of batting practice.  Once you are ready step into the batterís box and: 

1.       Swing at the first pitch.  One question asked 99.9% of the time usually at the beginning of an interview is "tell me about yourself?"  This is the baseball equivalent of a soft ball.  However, most job candidates take a half-hearted swing.  A swing and a miss is still strike one.  While hitting it out of the ball park is unlikely it will set up the next pitch.

2.       Make them throw strikes.  Know what the job requires and provide specific examples of how your qualifications best match their needs.

3.       Be patient and aggressive.  While a job interview is a series of questions there are some questions you can really drive.  Make sure you do.  What are those questions?  If I told you would you prepare for them?  I told you one in Step 1 but most of you forgot about it.  Here is a hint.  Your accomplishments are great now tell me how you did it.

4.       Be prepared for every type of question.  In baseball a great hitter is only great one-third of the time.  That means the pitcher wins two-thirds of the time.  The odds of you getting a hit at the right time improve when you can hit whatever pitch is thrown.

Most hiring managers are trying to strike you out.  You can be ready but it takes practice. 

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Has Internet Recruiting Helped Connect Job Seekers

Friday 06 January 2012 at 5:49 pm

The United States has the highest percentage of internet users in the World with almost 80% of the population.  However, Asia with less than 25% has almost 1 billion users compared to approximately 300 million in the U.S., an interesting statistic that has nothing to do with this blog or does it.  What affect has internet recruiting had on helping organizations find and hire the right talent?  Has it helped or hindered? 

We know that Internet recruiting has grown into a multi-billion dollar industry with a plethora of job boards, niche job boards, career services, social and business networking sites and more.  We know the number of unemployed job seekers using the web to search for jobs has increased to almost 75% among younger people. We know that (the largest job site) has over 1.6 million jobs listed.  That is a lot but represents about half of the actual number of job vacancies. 

Where are the other 1.6 million jobs listed?  Perhaps, on a niche job board or a company website however, I would argue many are not on the web.  Imagine something as outdated as a trade magazine, newspaper or a Help Wanted sign posted on a store front window.  I know shocking.  The internet is considered a good source for recruiting white collar workers but that represents about 40% of American workers.  This means you have to consider the possibility that the job you are seeking may not be found on the web.  This includes white collar jobs as well.    

But let's assume the job you are seeking is on the web.  The goal of companies conducting internet recruiting is to attract talent.  This means if you seek you will find.  You would think employers would want their jobs to be easily found among the 1.6 million jobs.  Instead, they leave it up to the job seeker to find them.  Oh, companies post their job vacancies anywhere, at any time, and it generates plenty of job applicants.  After all, you want them to find you and of course, they do.  What has resulted is increased productivity for the active job seeker.  The ability to apply for 40 jobs at a time.  Unfortunately submitting applications on the internet often goes into a dark hole.  Something that used to happen when it was a hard copy now happens electronically and faster. 

Companies are engaging in more internet recruiting but the emphasis is often on checking candidate's backgrounds on Facebook and Twitter and not on attracting talent.  They have invested in sophisticated software to screen candidateís qualifications.  The process of internet recruiting from an employer perspective is passive.  It is based on post it and they will come.  What has resulted is a multi-billion dollar industry to help job seekers find jobs on the internet.


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