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It is better
to not be on
the web than
to be on and
not know why

John Sumser

is more
it seems.
John Gall


The Electronic Recruiting News is a Free Daily Newsletter For Recruiters, HR Managers, Advertising Agencies and Clasified Advertising Operations

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Whose Fault?
(February 12, 2003) -
- The still standard complaint amongst our peers is that some job boards deliver too many resumes in response to an ad. We imagine that these same voices will be crying about the resume shortage in the not too distant future. We got to thinking about the general problem of resume flow and were more than a little surprised by our conclusions.

We realized that the lack of coherent content in a job description is at the root of the problem. With no real discriminating information in the posting, you can expect that almost anyone might apply. Read this one:


First level sales representative who working from both a self generated lead pool and lead generated pool, responsible for securing profitable package sales and upgrades to new xxx Small Commercial customers. Maximize customer satisfaction and retention by initiating post installation follow-ups.

Duties and Responsibilities:
1. Sell products within assigned territory consisting of small commercial customer accounts, maintaining assigned sales quota and following established guidelines.

2. Identify prospects utilizing creative lead generating techniques and maintain productive working relationships with existing customers.

3. Present sales presentation and proposal to prospects, identifying positive features and advantages of our products and services over those of the competition.

4. Adhere to current xxx policies, procedures, products, programs and services.

5. Follow up with prospects.

6. Prepare final contract for signature.

7. Process work order and complete all paperwork in accordance with approved and standardized procedures.

8. Post installation follow-up by contacting customer ensuring commitments were met and generating referrals.

9. Maintain customer retention by affirming customer satisfaction after the completion of both 6 and 12 months of service.

10. Maintain a fundamental knowledge of products, services and customers' issues and typical needs through in-house training and reading/research.


Education: High school degree or equivalent.

Experience: 1-2 years small business or technical equipment sales experience.

Skills: Excellent interpersonal skills. Strong communication skills. Flexible Style ("do whatever it takes" approach). Aptitude for problem solving; ability to determine solutions for customers (consultative sales approach).

Other: Valid drivers license with clean driving record. Ability to work a full time schedule. Available for local travel. Ambitious results oriented individual with entrepreneurial drive.

With no particular skills or education required and no way to really tell what doesn't work, the job posting begs for volumes of resumes. It wouldn't be all that hard to describe the company itself (it's one with a fairly peculiar culture) in a way that discouraged applicants.

The point we're making is that Recruiters CAN control the output of a job board. When economic times are tough and there are lots of candidates, tighten the requirements. When the labor market is tight, make the company and the job more attractive. After nearly a decade of automated data flowing, it's really a surprise that the job boards don't teach their customers how to use the tools any better than they do.

Expect this to be a topic at the ERExpo Job Board Panel.

- John Sumser  

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Materials written by John Sumser © TwoColorHat. All Rights Reserved.
Mill Valley, CA 94941

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