Paranoia Strikes Deep 2

In always breathy tones, Dixon exposes the privacy risks in our business. According to Dixon, job hunters should use the following 12 guidelines when looking for work online:

• If you're going to post a resume, post your resume "privately."
• Even the most careful, conscientious sites cannot control your resume after an employer or a recruiter has downloaded it.
• Not everyone who has access to a resume database should.
• Not every job offer you see is for a real job -- some jobs are just scams.
• Unless you are applying to the Federal or State government, never put a Social Security Number on your resume.  Also, don't email your SSN to a supposed "employer" before you validate the job offer. (And never mail or fax scans of your driver's license.)
• Some resume databases are better than others.
• The more general the email "job" offer, the less valid it usually is. 
• Delete does not always mean delete.  Make sure the job site or resume site lets you delete your resume whenever you want to.
• Keeping good records is crucial for online job searching
• Using a disposable email address can save you from many headaches later on.
• Omit references on your resume if you post it.
• Prevention is better than the cure.

We're left wondering whether the issue is really privacy or some defect in the average IQ. According to Dixon, the identity theft in the online Recruiting industry involves something like 7% of all job hunters. We're not so sure.

While there are some amazing scams out there (and we've been nearly fooled by a couple of really well done phishing expeditions), the reality is that this is just a new world.

Tomorrow: The real risks.

- John Sumser © TwoColorHat. All Rights Reserved.

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

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For many HR Directors, internet job boards were a failed experiment. Essentially, too many candidates. Not enough qualifications. And absolutely no guarantee that any of them would fit comfortably into your corporate culture.

Referrals from trusted associates, on the other hand, have always been the safer route. Unfortunately Employee Referral Programs tend to limit the scope of your search. The solution, devised by companies like H3.com, is in developing a Talent Scout Network-a small group of good people, both inside and outside your company, who know lots of other good people.

Talent scouts are a breed of people who keep their ears to the ground, who know your industry, and who always seem to know who's coming and going before anyone else. They're people who don't just connect you to a good candidate. They connect you to an entire community of good candidates. Like having a squadron of headhunters, but without the high headhunter fees.

A free white paper from H3.com discusses the new phenomenon of talent scout networks. And the success that HR directors are having with them.

To get a copy, visit H3.com.

• Learn how to cultivate and maintain a talent scout network.
• Learn how they're helping HR work more efficiently with hiring managers.
• Learn how they're helping to slash recruiting costs.

At H3.com you can also experiment with the system by launching a risk-free search.

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