When it comes to recruiting there are many aspects to focus on in the process. Some focus on the sheer quantity of resumes to provide with an acceptable pool of talent in which to choose from while others are more focused on the quality of the candidates and accessing more than just the individuals that are hitting the job boards to insure they are looking at the highest level of talent available to them.

As we know during a downturn in the economy many candidates that have been impacted through workforce reductions are actively seeking roles and are all too willing to send resumes to companies through job boards and directly through company websites, and this has created the impression within many companies (HR/internal recruiters/hiring managers) that they have a tremendous variety in the selection process. Unfortunately the reality is that they are only accessing a small percentage of the potential candidate pool. So even while many good companies are still growing and adding to staff many employed candidates are simply sitting on the sidelines unwilling to put themselves out there and waiting the economy out and looking ahead to better times. The irony here is that companies want to see these people and have the opportunity to hire them, but have no way to access them without really recruiting and let’s face it if you have 100-200 resumes on your desk how much time do you have to really recruit when you have to screen all of those resumes? Not much! So while the normal tendency has been for companies to run the search first before going outside to 3^rd party recruiters we are now seeing an increase in our clients willingness to engage a recruiter to work simultaneously with the internal staff and so to speak “let them compete” for the placement. Sure companies don’t want to pay fees with such scrutiny on the bottom line, but they also want to insure that they get the best talent and the only way to have that happen is to view all of it at the same time.