Comments on: interview with bountyjobs ceo http://www.cheezhead.com/2008/07/17/ved-interview-with-jeremy-lappin-ceo-of-bountyjobs/ Insight and opinion from the world of employment. Fri, 13 Nov 2009 04:01:22 -0700 http://wordpress.org/?v=2.8.6 hourly 1 By: Susan Cade http://www.cheezhead.com/2008/07/17/ved-interview-with-jeremy-lappin-ceo-of-bountyjobs/comment-page-1/#comment-115109 Susan Cade Mon, 13 Oct 2008 14:41:25 +0000 http://www.cheezhead.com/?p=1439#comment-115109 Actually, depending on the circumstances, Ryan, I believe you are off with this. Most in-house recruiters use a number of headhunters for their search needs. I've been on both sides, and I can only tell you that I've seen in-house recruiters so disorganized that they have to ask the headhunters for specific info to be in the subject line of the submittal resumes - that way they are able to sift through their in-boxes and identify the candidates more efficiently. This site puts a stop to all of that. All the resumes submitted for a particular job order are in one spot, along with the candidates' resumes and the intro letters from the headhunter. There's a drop down where the employer can choose where the candidate is in the hiring process-the headhunter can see this as well. There's a messaging system that is very efficient, as well as a means to post a notice on a particular job that will automatically be sent to any headhunters involved with that job order. There's also a way to automatically attach a notice to all jobs from the company (ex - if the company has a website where they require all candidates to complete the online app or testing, etc). Unless the company is using just one outside agency or is using an RPO, this site is the best I've ever seen at streamlining process and generating good, solid talent. It's up to the employer as to how many headhunters they have working on a job order at a particular time or how many resumes they'll receive - they can easily block additional requests, as well as deny them. And there's a great tool to use on the HR Management side as well. It allows the HR Manager to track in-house activity and much, much more. Actually, depending on the circumstances, Ryan, I believe you are off with this. Most in-house recruiters use a number of headhunters for their search needs. I’ve been on both sides, and I can only tell you that I’ve seen in-house recruiters so disorganized that they have to ask the headhunters for specific info to be in the subject line of the submittal resumes – that way they are able to sift through their in-boxes and identify the candidates more efficiently. This site puts a stop to all of that. All the resumes submitted for a particular job order are in one spot, along with the candidates’ resumes and the intro letters from the headhunter. There’s a drop down where the employer can choose where the candidate is in the hiring process-the headhunter can see this as well. There’s a messaging system that is very efficient, as well as a means to post a notice on a particular job that will automatically be sent to any headhunters involved with that job order. There’s also a way to automatically attach a notice to all jobs from the company (ex – if the company has a website where they require all candidates to complete the online app or testing, etc).

Unless the company is using just one outside agency or is using an RPO, this site is the best I’ve ever seen at streamlining process and generating good, solid talent. It’s up to the employer as to how many headhunters they have working on a job order at a particular time or how many resumes they’ll receive – they can easily block additional requests, as well as deny them. And there’s a great tool to use on the HR Management side as well. It allows the HR Manager to track in-house activity and much, much more.

]]> By: Ryan Murphy http://www.cheezhead.com/2008/07/17/ved-interview-with-jeremy-lappin-ceo-of-bountyjobs/comment-page-1/#comment-114497 Ryan Murphy Sun, 27 Jul 2008 12:04:24 +0000 http://www.cheezhead.com/?p=1439#comment-114497 The one thing I can't quite understand about this site is the efficiency claim (for companies). I've been on the website through a friends account. Many of the jobs have multiple recruiter requests and several dozen resumes submitted. Vs. using a third party recruiter, companies have to sift throug all the resumes, contact the individual recuriters, set up interviews, etc. Other than having one contract (which is never really a problem if you have the right candidate) I actually find this process far less efficient. No question that this increases the companies work load. If I'm off I'd love for someone to address this... The one thing I can’t quite understand about this site is the efficiency claim (for companies). I’ve been on the website through a friends account. Many of the jobs have multiple recruiter requests and several dozen resumes submitted. Vs. using a third party recruiter, companies have to sift throug all the resumes, contact the individual recuriters, set up interviews, etc. Other than having one contract (which is never really a problem if you have the right candidate) I actually find this process far less efficient. No question that this increases the companies work load. If I’m off I’d love for someone to address this…

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