| The SearchLogix Group's Research Department | | | | great supplement to cold calling and |
| utilizes job boards. Job boards, such as | | | | networking. Hiring authorities pay good money |
| Monster, can be very useful. The "perfect" | | | | to have recruiters find the best candidate to |
| candidate is never found on a job board; | | | | fill open positions. They should expect the |
| however, we almost always find someone who | | | | recruiter to do everything possible to find |
| could potentially "lead" us to a candidate | | | | these candidates. Asking a recruiter to |
| who might be. The SearchLogix Group uses job | | | | avoid using the internet is not in a |
| boards as another tool for building | | | | company's best interest. Internet |
| relationships to connect to new people.Our | | | | researchers are trained and are specialists |
| Internet Research Team spends hours digging | | | | in digging through the internet in ways that |
| through thousands of candidates who have | | | | others are not. These candidates in some |
| chosen to post their resumes on job boards. | | | | cases go through "more" of a screening |
| Here are a few things our team looks for | | | | process than the others but this is to |
| initially before a call is placed to qualify | | | | protect all involved.A final thought... the |
| candidates found on a job board:o Date resume | | | | best candidate for a position may be an |
| posted or updatedo Spelling | | | | internet candidate. Can you tell the |
| errorso Qualificationso Dates, salary | | | | difference between candidates sourced thru |
| information, relocation, commute distanceIt | | | | networking or sitting in a database or listed |
| is important for candidates who want to be | | | | on the internet? Filling the position with |
| found to stay in control of their resume | | | | the best and most qualified candidate is what |
| while it's on the internet. It is also | | | | matters most!Keri Wissell is the SearchLogix |
| important that they take it off if they are | | | | Group's Leads Research Manager ( Keri |
| no longer open to new | | | | continues to excel in successfully placing |
| opportunities.Candidates should be honest | | | | candidates in the fields of: Distribution |
| when speaking with recruiters. Let them know | | | | Management, e-Commerce, e-Retail, Human |
| upfront if, when and who they are | | | | Resource Management, Logistics, Warehousing, |
| interviewing with. A good recruiter will | | | | Medical Devices, Multi-Channel Marketing, |
| ask! If you are already interviewing with | | | | Sales, Software, Supply Chain, Transportation |
| the company that the recruiter called about, | | | | and Six Sigma. Keri is a member of The |
| that's fine. They won't submit you again to | | | | Council of Supply Chain Management |
| the same company but they will keep you in | | | | Professionals (CSCMP), formerly The Council |
| mind for other opportunities. Recruiters are | | | | of Logistics Management (CLM); The |
| all about building relationships. If | | | | Association for Operations Management |
| candidates are not honest with the recruiter, | | | | (APICS); and The Warehousing Education and |
| you can bet they won't be called | | | | Research Council (WERC). You can email Keri |
| again.Finding candidates on the internet is a | | | | at or telephone her at 770-517-2660 x 15. |