IBN: Defining Excellence in Electronic Recruiting


Electronic Recruiting

Our Rate Card



Please Click On Our Sponsors

Please Click On Our Sponsors

Recruiting News for the Human Resource Professional

Please Click On Our Sponsors

Please Click On Our Sponsors

Please Click On Our Sponsors

Please Click On Our Sponsors




Click On Our Sponsors

Click On Our Sponsors










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

Home | ERN | Bugler | The Blogs | Blogroll | Advertise | Archives | Careers


(September 29, 2005)  Here's the meat. When using tools to assess the likelihood that a candidate is a fit or to develop a pool of candidates for a job,
  • Only assessments that are relevant and valid should be administered. That means selecting assessments that test an applicant's skills, competencies or other attributes directly related to the job for which the person is applying.
  • The use of valid instruments (those that have been measured for their efficacy) ensures fairness and statistically demonstrates that a test does predict a candidate's effectiveness on the job.
  • Employers must be extremely careful to avoid any selection tool that has a discriminatory impact.

Otherwise, big fines and lawsuits will follow. These guidelines are in place in the US to prevent discriminatory hiring practices.

Referral systems make the implicit claim that "more of the same" is a good thing. If you stop to think for just a moment,  that's the essence of a referral program. And, it's the heart of employment discrimination. For the most part, referral systems are the precise opposite of merit systems. It isn't always true. But, it's very hard work to use a referral system to generate hiring based on equal opportunity. By definition, referrals are an exclusive network.

John Sullivan, the legendary center of the Online Recruiting universe, supplied us with an interesting table comparing sourcing alternatives. Of course, it's one health care provider's results set. We like the table because it shows how to think about measuring and comparing the effectiveness of various sourcing alternatives.

 Measure   Referral  Internet   postings  Improvement 
 Cost  $2,796 $1,877  - $919
 Offer Acceptance Rate 95.4% 81.2% + 14.5%
 Voluntary Turn < 1 yr 9.3%  22.1% + 2.3X
 Voluntary Turn > 1 yr  3.2% 12.5% + 3.9X
 Termination rate < 1 yr 1.2%  4.4% + 3.6X
 Performance Rating*  4.14 3.62 + 14.3%

Of course, this measurement neglects to point out that performance ratings are usually a measure of adherence to the status quo. There is no research that shows any correlation between "Performance Ratings" and corporate performance. The data underscores our notion that "passive candidates are easier to hire while active candidates have more alternatives and take more effort to hire and retain." If we were a vendor, we'd get lots of charts like this. If we were a customer, we'd be wary.

The real story here is that "the quality of a building is never a function of the hammers used, it's the result of the architecture." No referral tool is going to be the panacea for anything. The best of them are good hammers in a toolkit of complex approaches. What really makes or breaks corporate recruiting is the underlying workforce planning, integration with business objectives and clear ties between organizational results and recruiting execution.

It's going to be really important to be vigilant about the consequences of tool selection. Being lazy and not thinking will result in the kind of shoddy workmanship that exposes the firm to big liability problems. The hammer doesn't make the building but using it poorly can make the building fail.

From Tap My Mind comes the first evidence of referral blogging. This is where the action really is.

"Are any of my 3 readers qualified for one these jobs posted on karmaONE?  If so, I'll split the referral money with you!  ;)

Don't forget to check out the blogs on bert.

- John Sumser

Click On Our Sponsors

Click HereH3 takes a load off the overworked HR director's hands by mobilizing employees, and trusted personal contacts outside of the company in the search for the perfect job candidate.

You and your hiring manager outline the job specs. Then send them off to people whose judgment you value, along with a reward voucher-an incentive, and a way of saying thank you to those people who were willing to lend their time and energy thinking about who, among their contacts, would be right for your company.

You decide how much you want to pay for finding the right candidate. And if the right candidate never turns up? You pay absolutely nothing, making H3 completely risk free. And if you do find the right fit? H3 tracks how the candidate was found, and rewards everyone involved in the successful hire. All of which makes H3 the most efficient recruiting vehicle available

    With H3, everybody wins.
    Don't pay exorbitant recruiter fees
    Hire great people, faster
    Stop the deluge of resumes
    Find candidates who aren't looking for new jobs
    Find candidates your hiring managers will love
For more information about H3, or to launch a risk-free search now, visit Click

Home | ERN | Bugler | The Blogs | Blogroll | Advertise | Archives | Careers

Contacting Us:
interbiznet, Mill Valley, CA 94941

Copyright © 2013 interbiznet. All rights reserved.
Materials written by John Sumser © TwoColorHat. All Rights Reserved.

To receive this Newsletter in Email each weekday, please use the form on the linked page.
If you have any problem with this form please click on the link below and enter your email address:    SUBSCRIBE      Thank you.

Click On Our Sponsors

Electronic Recruiting News



         - Bugler
           Daily Industry News

         - ERNIE
           ERN in Email


  • BlogRoll
  • Integrated Employment
          Branding Presentation
  • Trends Whitepaper
  • interbiznet Listings
  • interbiznet Trends
  • interbiznet Bookclub
  • Top 100 E-Recruiters
  • Presentations
         - Recruiting Then/Now
  • Recruiter's Toolkit
  • Seminar In A Box
  • ERN Archives
  • 1st Steps In The Hunt


  • Our Rate Card
  • Demographics


  • BlogRoll


  • Referrals 3
  • Offerings
  • Referrals 2
  • Referrals
  • Retention, Stereotyping
          and Assumptions
  • DEMO Conference
  • H3.com
  • Good News
  • MMMMonster
  • How To Do It
  • Best Of Blogs
  • xx 2.0: Flat = Transparent
  • Strategy
  • China
  • Matching Really Work?
  • Valuing Human Capital
  • It's Global, Flat and Alive
  • Branding
  • If I Were A Rich Man
  • Blogging's Best
  • Industry News
  • Ethics: Changing?
  • Recruiting Ethics?
  • Basics III
  • Basics II
  • Basics
  • What Is Recruiting?
  • Theory 3.2
  • Hank Is Back
  • Best From The Blogs
  • Theory 3.1 User Tools
  • Theory Three
  • Theory Two
  • Theory One
  • Meet BERT


    Stocks We Watch:
    Public Companies
    in Electronic Recruiting


         © 2013 interbiznet.
         All Rights Reserved.

         Materials written
         by John Sumser
         © TwoColorHat.
         All Rights Reserved.