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