It’s time to delve a little deeper into the Job Candidate Bill of Rights by John Younger that we posted a couple of weeks ago. (The Bill was originally published at Accolo.) Last week we took a look at #1 on the list, Confidentiality. For part two in the series we’re gonna get crazy and look at #2 on the list, Credibility:

Credibility
All advertised positions must be verifiably open and available to job-seekers, with the intent of the hiring organization to make any and all efforts to fill the open position.
It’s a sad day when you have to put something like that in print. Yet there are job boards, newspaper ads, recruiters’ sites, and so many other outlets that post jobs that are no longer available or weren’t ever really available in the first place. Is it a mistake? An understandable oversight? A cheap ploy to lure or mine candidates and sucker them into looking at ads for a while? It’s probably all of those things at one time or another. And this doesn’t even mention the crooks using fake jobs to attain your personal data or job sites that sell your personal information (see “Resume Sale at HotResumes.com.”) Regardless of the reason, though, it’s simply unacceptable. (Anyone think people need some control over their data?)

Our guess is at least part of the problem is today’s online recruiting practice of “when in doubt, just generate and hide behind a lot of activity.” In other words if a recruiter cannot find a way to get a good match between my positions and quality candidates that are available and interested, then he’ll just post a generalized position and try to generate a pile, stack, or tsunami of resumes that he can stack on some poor hiring authority’s desk. No one wins when the problem is just passed down the line. This mass production of unqualified data to be passed along is all over the recruiting Internet today. One fancy word for it is “aggregation”. What a big ol’ word for scraping unqualified jobs or candidates and centralizing them so you can find even bigger piles, stacks, or tsunamis, and a lot faster. It’s like pouring water on a drowning man.

Signal vs. Noise uses another metaphor:

“The problem with huge job boards like Monster…There are too many ads. It’s a shotgun approach. If you want to hire just anyone, that will work. But if you want to hire the right person then you’ll need to do something different to reach that person. You need to hang out where they hang out. You need to like what they like. You need to aim accurately. Throw away the shutgun and strap on the rifle.”

Today’s technology is way smarter than what current users experience. Technology can search, match, score, rank, screen, qualify, and present hiring opportunities based on the specific needs, desires, and preferences of both hiring managers and candidates. And completely within their control. If you don’t believe me, just you wait and see. With this solution recruiters can post open honest positions and provide a great opportunity for candidates and hiring authorities. We can’t wait because itzbig.

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