The SearchLogix Group's Research Department utilizes job boards. Job boards, such as Monster, can be very useful. The "perfect" candidate is never found on a job board; however, we almost always find someone who could potentially "lead" us to a candidate who might be. The SearchLogix Group uses job boards as another tool for building relationships to connect to new people.

Our Internet Research Team spends hours digging through thousands of candidates who have chosen to post their resumes on job boards. Here are a few things our team looks for initially before a call is placed to qualify candidates found on a job board:

• Date resume posted or updated
• Spelling errors
• Qualifications
• Dates, salary information, relocation, commute distance

It is important for candidates who want to be found to stay in control of their resume while it's on the internet. It is also important that they take it off if they are no longer open to new opportunities.

Candidates should be honest when speaking with recruiters. Let them know upfront if, when and who they are interviewing with. A good recruiter will ask! If you are already interviewing with the company that the recruiter called about, that's fine. They won't submit you again to the same company but they will keep you in mind for other opportunities. Recruiters are all about building relationships. If candidates are not honest with the recruiter, you can bet they won't be called again.

Finding candidates on the internet is a great supplement to cold calling and networking. Hiring authorities pay good money to have recruiters find the best candidate to fill open positions. They should expect the recruiter to do everything possible to find these candidates. Asking a recruiter to avoid using the internet is not in a company's best interest. Internet researchers are trained and are specialists in digging through the internet in ways that others are not. These candidates in some cases go through "more" of a screening process than the others but this is to protect all involved.

A final thought... the best candidate for a position may be an internet candidate. Can you tell the difference between candidates sourced thru networking or sitting in a database or listed on the internet? Filling the position with the best and most qualified candidate is what matters most!

About the Author:

Keri Wissell is the SearchLogix Group's Leads Research Manager (http://www.searchlogixgroup.com) . Keri continues to excel in successfully placing candidates in the fields of: Distribution Management, e-Commerce, e-Retail, Human Resource Management, Logistics, Warehousing, Medical Devices, Multi-Channel Marketing, Sales, Software, Supply Chain, Transportation and Six Sigma. Keri is a member of The Council of Supply Chain Management Professionals (CSCMP), formerly The Council of Logistics Management (CLM); The Association for Operations Management (APICS); and The Warehousing Education and Research Council (WERC). You can email Keri at mailto:keriwissellpr@searchlogixgroup.com or telephone her at 770-517-2660 x 15.

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