TECHNOLOGY SAVVY IS A MUST FOR RECRUITERS
by Darrell W. Gurney, CPC, JCTC, RScP
The days of managing information on index cards or in manila folders are gone. There is only so
much information-capacity/memory that any human can handle. Yet, a recruiter's ability to quickly
retain and locate information is a crucial determinant of success.
Computers and the myriad accessories that accompany them, allow for information management,
retention, retrieval, and transfer. Technology enables a headhunter to stay efficient, effective,
and sane in this hurly-burly world. Whether it's a recruiter's ability to receive your e-mailed
resume (which gets your information into "play" faster) or their ability to research company
information on the Internet,
all things technological create more success in landing a job through
that recruiter.
Would you want a headhunter probing his memory or poring through office file cabinets to recall you
when your "perfect job" arises, or would you rather he had the ability to access your information
systematically and with greater alacrity through a keyword searchable database? Of course, it's
crucial that you set yourself up to be
found, or retrieved, from that database by structuring your
information in a certain way. However, through the use of technology, your chance of hearing about
the ideal position is much higher than if you depend upon human hardware (memory) alone.
Basic "hunting gear" to notice when initiating talks with a headhunter:
- Computers! Computers! Computers! Just be sure they aren’t some old
dinosaurs with black and green Cathode Ray Tube (CRT) screens.
Outdated systems mean outdated technological capabilities
- Keyword Searchable Database. There are many different types of
information-management software packages available for recruiters.
Those requiring “coding” and data-entry of your information are less
efficient than systems based on keyword search and result in a lower
exposure rate. Contemporary systems can input your entire resume into
the database, allowing it to be retrieved anytime a keyword search is
done calling for your experience, credentials, or interests.
- E-mail/Internet Capability. It’s simply the communication medium
for today. A headhunter not utilizing this resource is like a stockbroker
using the telegraph instead of the phone—or the phone instead of on-line
trading!
- Scanners. These flat, small, copier-look-alike devices
"scan" your resume into a database. While not the most
efficient form of data transfer, it at least attests to a firm’s
knowledge and utilization of contemporary technology. Scanners were
more critical before e-mailing resumes became popular (an e-mailed
resume plops neatly and immediately into a database), so it may not be
utilized as regularly now. But whether it’s collecting dust or shoved
into a corner, the fact that the firm owns a scanner shows that they
have been awake.
You may find some or all of these items in any particular office. Just keep in mind that
there are advantages to working with technologically adept search firms. Knowing what tools to
look for and ask about can point you in the right direction. Then, trust your gut as to whether
or not a recruiter is technologically savvy.
About the Author:
Darrell Gurney
Why Shouldn't We Hire You?
Effective Personal Marketing