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    (January 07, 2002) According to Resume Robot, the top 100 company (and university) websites being flipped during 2001 were:

    lucent.com, ibm.com, oracle.com, peoplesoft.com, nortel.com, microsoft.com, motorola.com, hp.com, intel.com, siebel.com, raytheon.com, ml.com, pwcglobal.com, jdedwards.com, nortelnetworks.com, sun.com, nokia.com, sprint.com, stanford.edu, qualcomm.com, visicom.com, siemens.com, teradyne.com, xerox.com, utexas.edu, verizon.com, ti.com, merck.com, sap.com, yahoo.com, pwc.com, ixl.com, sdrc.com, sgi.com, xilinx.com, i2.com, kpmg.com, pfizer.com, qwest.com, sterlingcommerce.com, swisscom.com, lockheedmartin.com, marchfirst.com, peregrine.com, tibco.com, lds.com, staples.com, ucla.edu, wareforce.com, mit.edu, razorfish.com, wellsfargo.com, monster.com, ncr.com, siac.com, seagate.com, lilly.com, pricewaterhouse.com, simplexis.com, standardregister.com, vailresorts.com, mcleodusa.com, synquest.com, weyerhaeuser.com, mci.com, shell.com, manugistics.com, networks.com, softwarespectrum.com, standardtextile.com, tradealliance.com, tradecom.com, trade-ranger.com, victaulic.com, warnerlambert.com, latticesemi.com, scient.com, jpmorgan.com, target.com, praxair.com, prudential.com, saintmarys.com, tdmarketsite.com, wellpoint.com, kraft.com, ltx.com, tivoli.com, kimberly-clark.com, pratt-whitney.com, sybase.com, tellabs.com, textron.com, xpedior.com, jobst-usa.com, keane.com, lhsl.com, national.com, paccar.com, pilkington.com, princeton.edu

    Website flipping, an investigative technique as old as the web, involves understanding that one way of looking at the web is as a collection of links. This infrastructure provides a massive set of clues about who works where and what they are interested in. Many Applicant Tracking Systems companies have built in some degree of passive candidate harvesting into their products. These tools, like Resume Robot, enable a recruiter to search for possible candidates beyond the limits of a job board.

    Resources like ITTA, Eliyon or the various corporate guides (Corptech) are an invaluable part of the proactive recruiter's toolkit. While they are no substitute for advance planning and relationship development, they are good tools for recruiters who work in environments that suffer from undercapitalization. In that world, the law of the jungle is "We can recruit for you or from you, you pick." Given the sorry state of investment in Recruiting tools by companies who want human capital on the cheap (and the corresponding limits of the available products), a Recruiter can do far worse than being a subscriber to these services. They may even be desktop necessities.

    The list itself is a fascinating blend of demonstrated market availability. If you need engineers and IT folks, raid Lucent, IBM, Oracle, Peoplesoft, Nortel or Microsoft. One way of reading the list is "These are the best companies at attracting the kinds of talent that everyone wants."  Another way to interpret it is "Here are the companies with the most external pressure on their salary structure." Sill another way to understand it is as a list of potential clients for tools that block inbound talent raids. Certainly, they are candidates for internal job distribution and communications tools.

    We're seeing strong signs of an uptick in the economy and are certain that 2002 will be an extraordinary year. While the media is busy reporting upticks in unemployment as confirmation of the gloom, we think it is wise to remember that, until recently, 5% was considered full employment. Once the uptick takes hold, given the increased tightening of the H1B loopholes, the competition between companies for talent will begin again in earnest. These 100 companies have not stopped feeling the pressure in spite of layoffs and employment changes.

    - John Sumser

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