I just posted a blog from the folks at Monster Government Solutions on how the Department of Veteran Affairs has used new, innovated thinking to recruit and hire talent. Click here to view the blog post.
Do you have another example of how recruiters are using new innovative approaches to identify qualified candidates and reduce time to hire? Share them here and we can feature it on Unleash the Monster.
It's encouraging (I think!), to have a sitution where one person got one job in the U.S. Federal Government by one agency (VA) doing a search of available resumes on a commercial data base.
To a recruiter in industry, this would be a "HO! HUM!, so what!" moment because it happens everwhere on a daily basis. Monster, Hot Jobs and Careerbuilder, together, have about a GAZILLION resumes on their resume databases. However, in the U.S. Federal Government, resume search is HOT NEWS!!
However, doesn't the government's own USAJOBS have MILLIONS of taxpayers resumes. These motivated candidates have demonstrated an interest in working for the federal government by adding their resume to the official federal government resume data base? How many agency recruiters are actually searching and data mining those resumes to identify potential candidates for their vacancies? How many people have been hired from this valuable government-owned resource?
I would be interested in hearing from agency recruiters...
Do you search for candidates on the USAJOBS resume data base? If yes, how effective was this tool? If no, why not?
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