Tips and Tricks For Looking For a Job When Online

More and more agencies are turning to the web to place jobs as it brings in a plethora of possible applicants in an automated fashion. Others still use the traditional approach of searching their database of resumes to pool through those that seem to match.

However technology is changing and smart firms look to the automated process in the areas of filtering to eliminate the multitude of unqualified applicants that reply to posts. From using job filters from firms like Monster, Careerbuilder, a company with a large expense account can get a basic filter product ( usually $400 per 15 applicants tested). Although these basic filters offer a certain removal of unsuitable candidates, they are limited in their ability.

Just imagine, a job post on Careerbuilder can have thousands of replies and even when you get rid of the percentage which really do not fit, you are still left with so many more who look good on paper but are just not what your client is looking for. Others who have more money then turn to products like Proveit, Brainbench etc to offer more job specific skills, to reduce the filter even further. However at an average $50 per applicant test, how viable is it. For many, not so as there are many other competitors out there who are also trying to place the same job.

However with new technologies offered by Supercandidate, even a small operation can increase their effectiveness and place quality candidates like the big firms. Such technologies reduce cost of use by over 95% while offering more features such as video, sound, cell phone and other important media, rapidly improving the survival and success of the smaller firm! They say that flexibility to change is a companys best strength in growth and success, with the advent of filters, it is key to make sure that your employment company understands their worth to keep your business model one successful in the game!

Clearly there are arguments against automated filters, some justified as most of the filters do not allow you to integrate your own questions, limit flexibility to use other technologies that could explode the accuracy of your selection, such as video based questions (where "what happens next" scenarios could really identify qualified candidates to client needs) and are exceeding expensive for a mid to small size agency.

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