By: Steven Rothberg

Steven Rothberg — Wed, 08 Jun 2005 22:26:17 +0000

Great article. We recently released a white paper describing the 15 best practices for corporate employment sites. In one page per practice, we define each practice, indicate why it is important, and provide an example of an actual corporate employment site that is making good use of the practice. I’m happy to email a copy to whoever wants it. Just email me at Steven@CollegeRecruiter.com.

Steven Rothberg
CollegeRecruiter.com job board
800-835-4989

By: Tom Schmidt

Tom Schmidt — Tue, 07 Jun 2005 20:16:40 +0000

Résu-mess is well known and worldwide. It is the result of (1) not pro-actively discouraging the under-qualified and the under-motivated from submitting their résumé and (2) the employer having to determine the reciprocal relationships between each candidate’s résumé and the job being applied for. Employers determine these reciprocal relationships in two ways:

(1) Stare and Compare – This results in a highly subjective decision taking less than one minute to put the résumé into a yes, no, or maybe pile.

(2) Résumé Parsing – Software applications that scan and parse résumé data or use a blend of machine learning, case-based reasoning, explicit semantic analysis and other high-level mathematical models to create an associative, almost human-like résumé.

The garbage in – garbage out principle applies to either method above and, in fact, any method as the résumé is:

1. Inherently untrustworthy
2. Lacking sufficient information to identify a quality candidate
3. Not measurable

Even though no one respects résumés, millions of them circulate daily and worldwide. They do a poor job representing candidates and employers find it difficult to quickly and accurately identify quality candidates among the hundreds of résumés they receive.

A solution addressing the above can be reviewed at http://www.resumefit.com.

Comments on: online corporate career centers behaving badly

By: Steven Rothberg

By: Tom Schmidt