Louise G asked:


Copyright (c) 2009 Ianson Internet Marketing

Within every company and organization, it is essential to retain a recruiter to take on many of the duties and responsibilities that come with recruiting employees or individuals for other positions. This has lead to a rise in the recruitment industry, and made this exciting career a fast growing opportunity. However, many are still wondering, what exactly is involved within the recruitment industry?

Recruitment jobs refer to the process of screening, sourcing, or selecting individuals for a job at any given organization or firm. It also involves filling vacant positions within volunteer based organizations or community groups. Within some companies, there are generalist managers or administrators who can conduct some of the main components in the recruitment process. However, medium and large sized companies will often hire a professional recruiter or even outsource the responsibilities to recruitment agencies. This is called external recruitment, which is the process of selecting or attracting employees from outside of the company.

There are four main types of agencies within the recruitment agencies: in-house recruitment, employment agencies, recruitment websites and job search engines, and “headhunters” for professional and executive recruitment. All of the stages involved in the recruitment process include sourcing the qualified candidates through advertising and other methods, as well as screening and selecting potential candidates using tests and interviews.

A recruitment agency, or employment agency, is traditionally located at a physical location. An interested candidate would visit a local branch to proceed with an interview or assessment before being added to the agency’s books. Recruitment consultants will then use certain criteria and guidelines, as well as experience, to match candidates from a general pool to the open position’s of their clients. Qualified candidates are then put forward to begin the interview process with the potential employer. Remuneration to the agency in exchange for the recruitment services are usually paid with contingency fees or advance payments.

In-house recruitment is typically found within large companies who choose to undertake their own recruitment through their human resources department. The in-house recruiters will typically advertise job vacancies on their own websites, as well as focusing on college graduate recruitment. Usually, an employee referral program is coordinated to assist with the in-house recruitment process.

A more modern trend of recruitment has been found within online job search engines. With the online job search engines, job seekers are allowed to search across multiple websites for available positions. This saves time for the job seeker by allowing them to find many available careers without searching through employer websites one by one. Employers are also finding the online search engines convenient, as it has become an easy way to post open positions, and spread the information to many active job seekers.



Robert

Brett Horth asked:


The world of business is moving further away from conventional means of operation with every passing day. Everything work related is becoming geared towards internet distribution, from online recruitment to the actual running of various different businesses. With the simplicity of the internet as well as it’s accessibility, it seems fruitless to opt for any other method of communication and enterprise.

Recruitment agencies have advanced from print ads in newspapers and expensive job board advertisements to extensive and elaborate online recruitment communities. Potential employees are also turning to the internet and thus towards the aforementioned online communities to learn more about their possible career options, and obviously to reach the pinnacle of their search: employment. Recruitment advertising has evolved to the point where the majority of it’s benefit can be gained from internet placement, the number one area for posting jobs and searching for them.

With fierce competition in the world of online recruitment, it takes a unique and lucrative concept to highlight yourself amongst the masses. Fixed price recruitment is something of a novel feature in e-recruitment, but is proving to be a well-received facet. England based recruitment specialists, iEmploy, offer a broad and comprehensive solution to the recruitment needs from a consumer’s point of view as well as from the recruiters standpoint. iEmploy’s speciality is in online recruitment advertising as well as offering recruiters a fixed price recruitment package. By substantially decreasing the overall costs of e-recruitment, iEmploy are enabling recruiters to fully reflect their available vacancies on part of over 60 job boards that they make use of. With many different packages to choose from, there is a recruitment solution available for all recruiters across the board.

Not only is the development of recruitment advertising from traditional means to e-recruitment bringing a whole host of opportunity to both recruiters and job seekers alike, but it is also facilitating an easier and more cost effective way of bringing top quality jobs to high calibre personell. Recruitment is clearly becoming a dedicated internet based activity, and with efficient and personal service such as that offered by iEmploy, the focus is sure to remain there for a long time to come.



Pamela

Groshan Fabiola asked:


Starting up at the middle of the 20th century, recruitment marketing has become one of the most widely spread businesses across the globe. Recruitment marketing is one of the most potent and influential form of marketing of jobs and is frequently utilised for the recruitment even at board level. Recruitment advertising in newspapers, magazines, on the Internet and even on street walls is vital for a successful company willing to survive in a world led by competition.

Recruitment marketing effectively advertises and explains the benefits to prospective candidates as well as to enable self-evaluation of their potential to match the requirements of the position. Recruitment marketing has to use some vital market strategies in order to attract; organise information sessions, print and distribute recruitment advertising, stimulate interested parties by sponsored social events and conferences.

A successful recruitment marketing company needs to exploit all available resources in order to ensure success for employing companies and offer an effective solution to their recruitment needs. A well organised recruitment advertising campaign provides big, important companies with the opportunity to offer well advertised working opportunities and by this attract the most qualified persons suiting all needs required by a certain working place and position.

Recruitment marketing has its goal in attracting, screening, hiring and retaining the most suitable candidates for a job, while bringing out their potential. Recruitment advertising companies are able to vastly improve the recruitment process whether it be for recuitment into transport, retail, telecommunications, entertainment, utilities, or the public sector services arena.

Recruitment advertising companies have the skills to be able to cover a large geographical area at a reasonably low cost. Jobs can be directed according to the level of education of the applicant and the minimum remuneration that they are willing to accept. Matching all qualities required by an employer to the candidate will be advantageous for all parties. A recruitment marketing company that offers a quality service allows an employer to attract and retain top talents and guarantee future success from the collaboration. Good recruitment marketing should allow the recruiting company to reach the right audience with the right message at the right time.

The promotion through marketing communications makes the recruiting company known and recognised on the recruitment market and allows it to expand and collaborate through the recruitment of talented individuals. This is why it is vital for a recruitment advertising agency to work with top qualified marketing directors as well as HR trained staff.

Successful recruitment marketing campaigns normally involve the launch of an easily accessible web site - a website that allows the applicant to view available positions, understand the culture of the company, and apply online. Good recruitment advertising presumes the ability to advertise offered services in affordable ways. By broadcasting on radio and TV, newspapers, magazines and journals, cinema, billboards, transit and text messaging; a recruitment advertising company must use all possible methods to make its name known and provide quality services to as many successful companies as possible.

For more resources about Recruitment Marketing or especially about Recruitment Advertising please review this webpage http://www.lawtonware.co.uk



Derrick

Louise G asked:


Copyright (c) 2008 Ianson Internet Marketing

All businesses benefit from a strong workforce if they hope to outpace their competition. However, trying to fill your company’s sales job openings (or any other openings for that matter) with qualified individuals can be a challenging task. From a logistical standpoint, a business is looking into dedicating a significant amount of time, focus, and money if it hopes to fill empty sales jobs on its own devices. Fortunately, sales recruitment services can ease the fiscal and temporal demands of such recruitment operations. This article will explore the advantages of utilizing sales recruitment services to place competent individuals into sales jobs available at your business.

If your business has ever advertised an open sales position in a newspaper or such, then you may be somewhat familiar with the frustration involved in merely initiating the hiring process. Your company was likely bombarded with several hundred resumes, many of which made the particular applicant in question look highly qualified and hireable. Sorting though such a collection of resumes is simply an unfeasible feat for many businesses. A sales recruitment agency can sort through all these resumes in an expedient and thorough manner. Afterwards, they can deliver your business a list of the more qualified candidates for you to make a final distinction. This is highly advantageous in regards to time demand on your behalf. The sales recruitment agency will weed out the most qualified candidates and leave you with the mere task of picking amongst the top-tier candidates.

A fact that many businesses overlook is that sales recruitment agencies may already have potential candidates for sales openings on-hand. Many sales recruitment agencies have dealt with hundreds if not thousands of clients. It should come as no surprise that these clients couldn’t hire all the top-tier applicants that agency the listed for them to choose from. Fortunately, the majority of recruitment agencies store the information of such applicants in a database for later use. The agency may discover a sufficient number of candidates for your sales jobs by merely running a search in their database. This would rule out any additional work including sorting through resumes, contacting the applicants, etc. In the end, you would fill the openings in a much quicker fashion and would be allowed to get back to business.

Yet another perk of contracting with a sales recruitment agency to help fill sales jobs at your company is the constant feedback and status updates you receive on the state of the recruitment process. If most companies were to handle the hiring process internally, confusion would undoubtedly be looming as to the progress of the hiring process. However, recruitment agencies are able to update you on every step of the process and thus your business can plan its next move more accordingly.

Unlike with internal hiring efforts, with sales recruitment agencies you’re almost guaranteed to come across competent applicants. Many recruitment agencies work towards building a solid relationship with their clients. Once they accomplish this, they’ll be able to reap rewards whenever their particular client has an opening available. However, to do this they need to establish a sense of trust and reliability with their clients. By sending ill-qualified applicants your way, they don’t get much accomplished. First, they portray themselves to be incompetent as a recruitment agency, and thus risk their standing with future and current clients, and also tarnish their chances as establishing a long-term bond with your company. Knowing that your time isn’t wasted delegating sales job hiring tasks to a recruitment agency is extremely advantageous, as handling the matter internally could result in little to no results in conjunction with wasted time and money.

When your business is ready to get started with a recruitment agency, finding the right one doesn’t have to be a chore. The internet is currently the best resource for researching prospective recruitment agencies. By simply using your favorite search engine, you can uncover extensive information about an agency you’re considering and possibly read some customer testimonials. It doesn’t hurt asking others you know whether they’ve contracted with a recruitment agency, and whether or not they enjoyed their particular experience with the company.

Although many might be led to believe that contracting with a sales recruitment agency is expensive and out of the reach of most businesses, it turns out that the situation is of a completely opposite nature. These types of agencies make money off of commissions paid to them by their clients. However, in most cases, if a recruitment agency can’t manage to find an employ to occupy an open position, the client doesn’t have to reimburse them for their services. While these commissions can vary, they typically loom around 10% the annual salary of the newly hired employee. This is agreeably well in the reach of businesses who are serious about getting their sales jobs filled. There’s no need to worry about the possibility that the new employee may leave shortly after being hired. Most agencies will reimburse you most of their commission in the event that your employee leaves the job. The allowable time period for such reimbursements can range from several weeks to a few months.

Choosing to employ the services of a sales recruitment agency to fill vacant sales jobs at your company could be one of the best decisions you’ll ever make. In a time where businesses must dedicate their efforts, in their entirety, to remain competitive, delegating hiring tasks to an outside entity makes sense. The majority of sales recruitment agencies are affordable, competent, and quick in their work. The monetary and temporal gains allotted by contracting with such services far outweigh the investment made to obtain them. A business really has nothing to lose by working with a recruitment agency other than an added workload, and thus an inefficient use of time. If your company has sales jobs available that need to get filled promptly, don’t hesitate looking into recruitment agencies that can help you in that pursuit. You won’t regret it and neither will your company.



Suzanne

Louise G asked:


Copyright (c) 2008 Ianson Internet Marketing

Recruitment consultant jobs involve the processes of selecting, screening, and sourcing people for a particular job, firm, or organization. Consultants also communicate with other recruiting agencies in an effort to cross-match potential workers or human resources. For example, if recruitment agency A is looking for a specifically skilled individual in engineering, and recruitment agency B receives an application for employment from an Industrial Engineer, then the two agencies may work together to help the employee get to the proper agency.

While a general administrator or manager can take on some parts of the recruitment procedure, larger sized organizations or companies often utilize the talents of professional recruitment consultants or outsource some of the human resources needs to recruitment agencies.

In the recruitment industry there are essentially four ways of recruit new employees. The first method involves the utilization of employment agencies, which serve as a central location for employers and employees to meet. In an employment agency, one application for employment can be considered for numerous positions with various companies. The second method, recruitment websites, serve as a virtual employment agency and function in essentially the same way. Recruitment websites have a broader range, however, since prospective employers and employees can be located anywhere in the world. The third method, which is typically called by its slang name of “headhunting,” involves the active search for exceptionally skilled, talented individuals for professional and executive recruitment. The “headhunter” travels anywhere that the potential employee is located, meeting with him or her in person, often offering them an employee benefits package that is difficult to refuse. The fourth and final method, in-house recruitment, involves the promotion of employees from lower-wage jobs to higher ones within the same company. Also, in-house recruitment may include the posting of bulletins on lunch room bulletin boards, narrowing the job search to current employees or their families and friends.

Regardless of the method of recruitment, recruitment consultation jobs are quite demanding. The recruiter must screen countless applicants, administer qualification exams, conduct interviews, look through stacks of resumes, and finally, make a selection. The recruiter may also be required to place advertisements for the available positions, contact employment agencies, or cooperate with other recruiting firms to find the right employee for the job.

Once the initial contact between employer and employee has been made, the recruiting consultant must begin the screening and selection process. Whether or not a candidate is suitable for any given job is commonly assessed based on certain job-related, job-necessary skills, such as computer skills, typing, communications, and so forth. Educational and experience qualifications can be shown through professional resumes, interviews, job applications, or via the testimony of professional and personal references. Many positions also require certain in-house testing to determine eligibility, such as merit or skill tests for literacy, numeracy, typing skills, and software knowledge, among others. Employment testing which determines whether or not a potential employee is intellectually capable of the job may also be utilized. Psychological tests are common for positions related to social services, criminal investigation, counseling or psychological treatment centers, or other public service arenas. Many of these exams are administered through business management software in order to streamline the selection and screening process.

Despite careful considerations, attention to detail, and professionalism in every possible area imaginable, difficulties in finding the right candidate for the job. When it comes to working with another recruitment agency, the difficulties may be even more complicated. After all, the recommending agency has supposedly done their job, choosing the recommended individual carefully. Yet, there may be a break down in communication between the two agencies, and in turn, the individual may in fact not be the right candidate for the job.



Lee

Gorecroot asked:


What does everybody want in the meltdown, specifically recruiters who are particularly under pressure? Welcome to GoRecroot? Payless get more. How about pay nothing – create value – share value. Welcome to online recruitment solutions for progressive recruiters and employment agencies of the crunch economy.

Recruiters with traditional offline business models can now add another dimension to their revenue streams through progressive online recruiting partnerships with GoRecroot. Traditional job sites and their transactional recruiting models are counter productive in times when time and quality are of essence.

GoRecroot brings out an abundance of possibilities for progressive recruiters by taking them online: business expansion, better utilization of resources, increased intelligence, savings, new revenue streams.

Free services at GoRecroot include job order creation, resume writing template, audio resume, interview preparation, job fair directory, free job listing, recruiter directory, company directory, job order sharing, find a job, mobile recruitment and job search site and much more. GoRecroot resumes, job orders, and ads are audio, video and photo – logo enabled. GoRecroot also brings 20 million global career opportunities, updated every hour. GoRecroot also makes it easy and effective to run an international job search and arrive at your target career opportunities. No one brings international jobs to you like GoRecroot’s job aggregator.

Progressive recruiters sign up now and power your business. This is your opportunity to transition from hard work to smart work and big biller zone. GoRecroot has excellent partnership opportunities for progressive recruiters to get online. The question facing the recruiters is: How are you going to tap multi modal, global, future-ready online platforms like GoRecroot to leapfrog into the big biller league. Check out over 50+ sectors and over 5000 sub sectors at www.GoRecroot.com. GoRecroot recruiter membership includes effective employment advertising solutions.

Here are some partnership possibilities for recruiters and hiring managers:

?          Expand geographically by using the power of web recruiting. GoRecroot acts as the recruiter’s custom online resume bank with search and map intelligence.

?          Here is the chance for recruiters to get online and attract unique customers for their resume banks. Hiring managers and other recruiters coming to GoRecroot with niche needs will be directed to networked recruiters.

?          In challenging economic scenarios recruitment agencies are not able to afford the resources required to manually process job orders. Resume searching, tracking, and mapping becomes easy. GoRecroot has a unique approach to job – resume mapping that saves 60 – 70% time for recruiters. That translates directly to cost savings. Remember, pay less get more. This is ideal for headhunters on the move.

?          Use your mobile for recruiting (no we do not mean phone calls and SMS) – check out www.JobsandResumes.mobi from your mobile browser.



Daniel

Louise G asked:


ght (c) 2009 Ianson Internet Marketing

When starting a recruitment agency or expanding your existing infrastructure, it is very important to make sure that you are choosing the right recruitment software. By choosing the right recruitment software for your recruitment agency you can be sure that you will get the finest quality for both your clients and potential employees. Good software allows you to keep databases clean and secure and will provide your employees with convenient access in order to make proper matches between the client and candidates. In this way, choosing the right recruitment software for your recruitment agency is paramount to your companies success.

There are a variety of companies that specialize in recruitment software, specifically geared towards recruitment agencies. Many of these companies fail to institute the proper procedures within their software and do not provide you with adequate solutions to your software needs. When searching for a company to supply your recruitment software make sure you find a reputable and responsible company that offers cost-effective solutions. When choosing the right recruitment software for your recruitment agency it is important to learn all the facts.

Recruitment software can come in a variety of packages with different designs. When attempting to upgrade or install this software make sure you have a set of parameters that you would like to meet. Decide if you like your present recruitment software and what you like about it. Identify the faults that the recruitment software has and how it has impacted your business as a recruitment agency. Figure out what your employees strengths are and how well they can handle different formats. Where has the software negatively impacted your business structure and what can be done to improve the situation to find success. These are important questions to ask when choosing the right recruitment software for your recruitment agency.

With all of these challenges in place look for a company that has dedicated itself to finding the proper solutions that will meet the changing needs of today’s recruitment agencies. It is understood that in this economy a recruitment agency can be of vital importance to workers and the community and we a recruitment agency is only as good as its recruitment software. Many reputable designers and developers have implemented vast application improvements to their software for 2009. Packages should give you the best solutions for your organization at a very cost-effective price point.

Choosing the right recruitment software for your recruitment agency can be a difficult challenge. Look for a company that will tailor their packages and software to meet the changing landscape of recruiting and your company as well as an after sales and support service.

Vanessa

Pat Brill asked:


(c) 2008 Pat Brill

You’re a manager and don’t have the time to do the all of the recruiting for your open position, so you rely on other people to help you in your talent search. Whether you depend on your Human Resources Department or outside recruiters to find the right candidates, it’s important to know what you can expect from them.

Note: Most companies use external recruiters for hard to fill positions. The cost is high but worth it in a tight talent marketplace.

Time is so important and you want the right candidates to show up at your office for interviews, so set clear expectations.

==>What Can You Expect from the Recruiter?

A recruiter can do all or part of the recruiting process. It makes your life a lot easier if they handle most of the recruiting functions.

==>Basic functions of a Recruiter:

–Place ads for the open position

–Sort through the resumes to locate the right candidates

–Use their network to find suitable candidates

–Do the first level interviewing

–Screening the candidates

–Skills Testing

–Reference checking

–Handle the job offer with the selected candidate

==>What Else Can You Expect From Your Recruiter?

–That they understand your business.

–Provide feedback on the market…what does the market look like, what positions are difficult to find talent for, or how does your salary match the market.

–They are offering different business solutions to your hiring needs. For example, a temporary employee that meets the job requirements and you can potentially hire. Alternatively, suggesting an active search for strong passive candidates in your industry.

–They are asking the right questions about the open position.

–Your recruiter has the ability to assess the skills of the candidates…for example, open technology positions.

–The recruiter can be responsible for the whole recruiting process.

==>What Do You Need To Do?

–Whether you have a job description or not, you need to provide specific information around what skills, knowledge and attributes you are looking for in the candidates.

–What is the level of the talent you are looking for…experienced, highly educated, or junior and willing to train. Each performance level requires a different screening focus.

–Are you looking to fill the position quickly or do you want the best talent the recruiter can find?

–What are the advantages for the candidate in working with you, your department or the company that the recruiter can share with candidates? Even if it is an inside recruiter, make sure you cover this point with them.

–If you have several open positions, determine how the recruiter is to handle them…equally or focus on the most important role first.

–State clearly your budget for the position…how much you are willing to pay for the position. If you are looking for top talent, you will have to pay more.

–For an outside recruiter, you need to negotiate the amount you are willing to pay the recruiter if they locate the right candidate. Payment is usually a percentage of the candidate’s annual salary. Recruiting fees range from 20%-35% of the annual salary. You can expect to be offered around a 3 - 6 month guarantee for the candidate meeting the job requirements. The percentages of annual salary and guarantees are based on the level of the position.

You are building a relationship with the recruiter…they are your initial spokesperson to all of the candidates. They represent you and the company. You don’t want to lose a strong candidate because the recruiter didn’t present the position correctly. Spend the initial time upfront to insure the recruiter knows what to do.



Lauren

Michelle Dumas asked:


job seekers, conducting a comprehensive job search includesat least to some degreeinterfacing with recruiters (a.k.a., headhunters). But, for many people, this is also one of the most misunderstood aspects of a job search.

Here are some quick tips and “must-knows” to demystify the process of contacting and working with recruiters, and to help you build relationships that ensure you are top-of-mind when the ideal position for you comes across a recruiters desk.

1) There are two types of recruiting firms and the distinctions are crucial to understand. Retained recruiting firms work directly for client companies and are paid to screen candidates based on very specific criteria. Retained firms often handle recruitment searches for the most senior and highest paying positions. Contingency firms sometimes work in competition with each other and only get paid if they find the winning candidate for an open position. IMPORTANT: Note that in both these cases, the company pays the fee to the recruiter, not the job seeker. It is not customary for a job seeker to pay the recruiting fee, so if you are being asked to do that, be very cautious.

2) Remember that recruiters work for the company, not for you! This is the most common misperception. The company is their “client” and you are the candidateessentially the “product” that the recruiter is offering to their client. Because of the way the recruiting industry is structured, most recruiters will be seeking to work with the candidate most likely to get hired (the candidate who fits a very specific profile provided by the client). ‘Most likely to get hired’ does not necessarily translate to ‘most likely to succeed,’ so if you find you are not the perfect fit for a position, don’t take it personally. For this reason, if you are trying to make a career change of any sort, recruiters will not be your best source as you will rarely fit the profile provided to them by the client. This doesn’t mean you shouldn’t contact them. But, do keep your expectations in check.

3) Recruiters will often tell you that you (the job seeker) should cultivate an exclusive relationship with just one or two recruiters. In an ideal world this would be great, but I disagree with this advice. Recruiters don’t necessarily share information about searches that they are working on. So, if you only contact a couple of firms and 20 others have an assignment that matches your qualifications, you would never know about those assignments. That is why I recommend contacting as many recruiting firms that that specialize in your industry or profession as is practical. If you have provided your resume, most recruiters will place it in their proprietary database, and if a future search calls you up as a perfect candidate, they will contact you, even if you haven’t had the opportunity to build a truly personal relationship.

4) Related to point #3, once you have contacted recruiters and have begun to establish rapport with at least a few, your goal is to begin to build personal relationships. Treat recruiters no differently than you would treat any other contact in your network. While the initial contact is generally made via email, now is the time to pick up the phone and start to build a dialogue. The best networkers know that effective networking involves some degree of reciprocity. Do you have a lead that would help he recruiter fill a position assignment they are working on? Make a quick phone call. Did you see something important in the news related to an industry specialty of the recruiter? Send a quick email. By being helpful, you ensure the recruiter remembers you the next time they have a position that is a match for your background and interests.

5) Again, related to point #3, do your research. There are presently well over 15,000 recruiting offices in just the United States alone. It is impractical and a waste of everyone’s time to contact all of them indiscriminately. Do a little research and determine which firms specialize in your industry of choice or positions like you are seeking. This small, segmented list is the one you should focus your time and attention on. This is called taking the “rifle” approach versus the “shotgun” approach. There are a few credible service providers that will assist you with the research and with contacting recruiters using the rifle approach, but most use the shotgun approach. If you decide to hire help during this stage, make sure you understand this distinction and which approach the provider is using.

6) Make it easy for recruiters to help you. Structure and write your resume in a format that makes it easy for them to quickly identify your key qualifications. This is not the time for a functional resume! Most recruiters will simply throw a functional resume away. You must also be absolutely honest. Do not be tempted to embellish your resume. If you are found to be lying about anything, you will be black-listed. Your accompanying cover letter should be fact-filled and written specifically to help the recruiter match you to their open assignments. When writing letters for clients, I often include three to five bullet points that clearly identify the qualifications and experiences that we anticipate the recruiter will be most interested in and looking for. Also, make the focus of your job search crystal clear. Be specific and tell the recruiter what you are looking for, the type and level of position, the size and type of company, your geographic preferences, and the salary range you are targeting. Yes: salary range. Most recruiters will ask you for this information, and you should provide it.

7) Put some thought into your job search and the order in which you will conduct it. If you have already contacted a company, your resume is likely already in that company’s internal database. If a recruiter now presents you as a candidate for a position at that same company, the company will not want to pay the recruiter for finding you because you are already known to the company. This creates a level of complexity in the whole deal that is almost impossible to overcome and most recruiters won’t work with you if they suspect you have blanketed HR departments with your resume. Selectively targeting a limited number of specific companies is more effective than broadcasting resumes to HR departments anyhow, but understanding this truth about recruiters just gives you another reason to do so. Just be smart about it, be selective, and use discretion.



Michele