The internet has certainly changed a lot of things, and one of those is the hiring process, especially in regard to the applicant or job seeker. As a staffing consultant with over 20 years of experience, I have witnessed, implemented and survived the business changes in managing the hiring process for several major Fortune 100 companies. As an outplacement consultant, I have observed job seekers' frustration and disappointment due to the lack of communication from companies concerning their applications. This is especially true if the internet is the only vehicle the job seeker is using for their job search. In today's fast-paced, action-packed world, the job seeker must utilize a variety of strategies and tactics when seeking the next career. Otherwise they are left alone staring into the black hole of cyberspace.
During the emergence of the internet in the early nineties, many companies were downsizing; plus, the consolidation and buy-outs during the first decade of this century has created a very unstable job market. Unfortunately, this has resulted in companies creating smaller Human Resource departments, asking employees to "do more with less", outsourcing and a host of other programs aimed at keeping corporate costs under control.
However, companies still need to hire new employees. The first wave of baby boomers is ready for retirement. Companies look for the most effective method to conduct their business, and computers, along with the internet, offers a plethora of systems and techniques. They now have a whole array of options for placing job ads versus the old standby of putting them in the classifieds. Companies can place them on their own job board at their website; place it on a "universal or global" website or professional association websites, etc for nominal costs. It is much easier for them to get the word out about their opportunities in today's internet environment. Also, in some large companies, it is standard practice for one human resource recruiter to have between 50 and 150 open positions at one time.
From the job seeker perspective, the internet has made it possible for hundreds, if not thousands, of individuals to press a button and submit a resume to a company for an opening, and it becomes a numbers game. It is no wonder companies have turned to applicant tracking software to handle the massive amounts of traffic some of them receive each day from job seekers. While the software does help sort through the barrage of resumes, it is not "smart" by any means. It only matches words or key phrases from the resume to the position. (That's the main reasons job seekers are encouraged to use key words or phrases in their resumes from the job description.) Unfortunately, this software is used as a siphoning funnel by companies where all the information is received but there is none given back. This causes frustration for the seeker who submits resume after resume but gets nothing in return. From my experience, this is standard operating procedure in today's job market. There are a few, select companies, who actually will email applicants once the job has been filled. Consider yourself fortunate if you are given any feedback.
I believe the lack of personalization, in the hiring process over the internet, has increased the importance of networking when searching for a new position. Many times, the job seeker must find ways around the Human Resource Department and the system software. The human touch, going directly to a hiring manager or other individuals who can personally deliver your resume, is the best method for securing a second look. This often leads to an interview and a job offer.
Networking has always been the best way to find the next job. However, successful networking takes work. It's getting involved with people. It's about "putting on your best face" and talking to people about job opportunities.
Networking can be subtle, cunning, overt, simple or complex, to name a few. Networking is all about letting others know of your desire for a position. The most successful job seekers hone their craft. They have several different strategies and techniques to use at their disposal in a moment's notice. While computers are a great tool, hiring, to me, is a human resource function. It is all about the person to person contact - and that's called - networking.
This is Part 1 Networking - Please see my next article on networking for more details.
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