Using technology to enhance (rather than detract from) your talent pipeline

Marysville, WA - January 22, 2003 - Many recruiters see technology as a "hero," allowing them to efficiently create and manage talent pipelines. But despite its power, some experts question whether technology has led the traditional recruiting pipeline into a black hole, filled with neglected candidates.

"Although technology was once a means to facilitate communication, computers and the Internet are increasingly being used to insulate big business from consumers," says Frank Heasley, PhD, President and CEO of MedZilla.com, a leading Internet recruitment and professional community that targets jobseekers and HR professionals in biotechnology, pharmaceuticals, healthcare and science. "Rather than providing user-friendly access to support and information, many corporate Web sites have become dead ends where consumers are referred, yet cannot find the information they need or any means of contacting the company. In keeping with these trends, the tired old policies that insulated human resources and recruiting staff from potential candidates in pre-internet times have found fertile ground in some 'Applicant Tracking Systems,' which make it difficult or impossible for busy, qualified candidates with limited time resources to find, or even to apply for open positions."

Anthony Townsend, professor of management information systems in the college of business at Iowa State University, disagrees that many Web sites are barriers to candidate humanization. In fact, he says, thanks to the technology, candidates have the opportunity to communicate more with and learn more about employers than ever before. It allows HR to reach out and grab hundreds, even thousands of candidates and sift through them to find those whose credentials best fit the job. To that point, the technology doesn't make the process any less human than it was in days past, he says. But Dr. Townsend concedes, "the caveat is that for the people you intend to hire, you have to make sure that you don't lose them in an impersonal system."

These candidates in the pipeline are people who might have strong backgrounds and are promising fits for a company, but could be short a credential or two. Recruiters, Dr. Townsend says, often check back with top people from time to time and keep them in mind for future jobs. Today's HR systems fall short of allowing recruiters to stay close to the top candidates in the pipeline; however the technology, Dr. Townsend says, is on its way. "Those people need to be treated the way we treat people in our customer relationship software. CRM (customer relationship management) moving into HRM is really the next big thing," he says.

For now, Dr. Townsend suggests that companies do a better job of promoting to candidates the benefits of using Internet technology to apply for jobs, including the "fairness" of the system. "Every organization wants to make sure they're hiring on the basis of merit," Dr. Townsend says. "One of the beauties of an IT-based computer system is that it's very difficult to program prejudice in the computer system. We don't do enough to stress that when we're inviting people to apply, we're really looking at who they are as individuals but doing so with a blindfold on."

More tips for using technology to your recruiting advantage

Candidates can also do things to humanize the application process and foster communication, Rynak says. For example, they should take it upon themselves to send cover letters that reflect the company to which they are applying. They can do the research on the company using the Internet, he says.

Linda Keefe, CEO, Shared Results, a management consulting and training firm, agrees that job seekers can facilitate human interface despite the technological challenges. She says that candidates can use e-mailing to their advantages by writing short cover letters (not attachments) that reinforce how they can be of value to companies. "Too often people send a resume and cover letter attached with nothing in the e-mail; so, they miss the opportunity of being friendly but professional. You've got to show that you're a person," Keefe says.

Emails can also be used to list critical elements that set candidates apart or to ask questions. "Even if you never get answers, you'll be seen as inquisitive," Keefe says.

Use the subject line, Keefe says, to make a point. One example of a subject head for a salesperson is, "I'm the salesperson for you."

Always start your e-mail note with a greeting-even if you don't have a name of a person. Finally, type your name at the bottom, Keefe says, "It gives you a sense of personage."

Candidates also should not forget to use the phone, according to Keefe. "The underlying rule of thumb is be friendly but professional and consistent," she says.

About MedZilla.com
Established in mid 1994, MedZilla is the original web site to serve career and hiring needs for professionals and employers in biotechnology, pharmaceuticals, medicine, science and healthcare. MedZilla databases contain about 10,000 open positions, 10,000 resumes from candidates actively seeking new positions and 30,000 archived resumes. These resources have been characterized as the largest, most comprehensive databases of their kind on the web in the industries served.