The Next Evolution Of Online Recruitment.
By Douglas Rosen and Rachel Rice
Thursday, 13th April 2006
Internet recruitment reaches new heights by blending in traditional search strategies.

We live in an ever-changing world where hybrid solutions are becoming increasingly popular. The ability to combine the best attributes of two distinct models provides a unique solution for the consumer. In the continuing effort to supply companies with the best talent available, a hybrid recruitment solution has emerged. Lets examine how this model was born, its components and benefits.

In the late 1990's, online job boards emerged as a low cost, innovative solution for attracting job seekers and filling property level needs. Employers embraced this new model, but so far job boards have delivered quantity, not necessarily quality. Job postings attract the active job seeker, but not the higher qualified passive job seeker. Employers have expressed that they are inundated with unqualified applicants via online job postings. While it is certainly possible to get a match with a posting, best practice companies are asking themselves, "Do I want to settle on hiring the best person who applies to my posting, or do I want the absolute best person in my industry?"

The goal of hybrid recruiting is to provide employers a targeted list of highly qualified interested candidates in a short amount of time. The candidates will be of quality because a search professional will be contacting the best fits directly and selling them on the opportunity. The cycle time gets reduced by leveraging the internet, which provides access to large pools of potential candidates. This model is most effective for localized mid management positions. Senior level executive positions are still best handled by a retained executive search firm as those positions are more complex (and perhaps confidential), are often national or global, and the matching of culture and personality is much more exacting.

We can see examples of the hybrid recruitment method being offered by both large job boards as well as by retained executive search firms. Careerbuilder.com offers its "Right Fish" service, where their recruiters will hand select 10 qualified pre-screened applicants for an open position. Korn Ferry International has "Future Step," which is their mid-management recruitment solution where they tap into their pre-screened database for your needs. The industry specific job board HospitalityCareerNetwork.com has its "HCN Select" in which a search consultant handles each account, screening and reaching out to passive job seekers.

Throughout any industry, technology is a tool that allows people to work more efficiently but can never truly replace human interaction. This is especially true when you combine human capital strategies with the hospitality industry, two areas that are particularly driven by people. Online recruitment will continue to evolve, but it can only realize it's greatest potential with a healthy dose of personal attention.

Doug Rosen is President of hospitalitycareernetwork.com, the online recruiting division of HVS Executive Search. Hospitalitycareernetwork.com is an internet recruiting solution, designed to help companies within the hospitality industry find talent. Rachel Rice is HVS Executive Search VP Sales & Marketing for hospitalitycareernetwork.com

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