JobEcon FAQ - Source Candidates and Chicago Resumes

Frequent Questions

Why use JobEcon rather than source resumes on our own?
The large number of online job boards, resume databases, and social network websites, combined with the time, costs, and learning curve involved with each, makes effectively sourcing resumes a big challenge for any recruiting department. JobEcon allows you to easily access online resumes of qualified candidates who are interested in your position’s salary and location, which allows employers to save time, lower costs, and increase interview quality.

We are unfamiliar with online resume databases – How do they operate?
The leading career firms, such as Yahoo!Hotjobs, Careerbuilder, and Monster, attract many job seekers. When a job seeker applies to a position, normally the resume is also entered into a central database, which these firms sell access to. Each resume database consists of millions of resumes, but only a small percentage of these resumes will be of qualified candidates interested in your position, salary, and location.

Why should we use JobEcon rather then do the work ourselves?
Unless you are hiring for several dozen positions at any one time it would normally require much less time and costs to use JobEcon. Our service costs less than accessing just one of the major resume vendors, and that does not include the time necessary to search and screen resumes. JobEcon allows you to use one source for your entire resume sourcing needs, from free job posts, resume search, and contingent search services. Employers can email, call, and/or visit us anytime, and satisfaction is guaranteed!

Why not post job on one or more job boards?
Posting a job on one job board is like buying a lottery ticket – it may be successful but chances are it will not be, and you can increase your chances by posting on many job boards. Firms like Monster, YahooHotjobs, and Careerbuilder normally charge between $200-400 for each job post. With thousands of jobs posted on each site, having it seen and applied to by the best candidate is a big challenge. Job posts also require significant time to be effective, and results in hours of screening the qualified from the unqualified, and required OFCCP record keeping for federal contractors. SourceCandidates gives you many free “lottery tickets” with our Free Job Post service, and we hope that they are successful, and we are here to help if they are not.

When should we use a Contingent Recruiter?
When to use a contingent recruiter depends on many factors, including the urgency and the predicted challenge of finding qualified candidates interested in the salary and location. Knowing when to use a contingent recruiter is as hard as predicting the future. If you could know today that your job ads, resume sourcing, and other recruiting methods will ultimately not be successful then we expect you would prefer to save those sunk costs/time and focus on contingent recruiting today. Of course you cannot predict the future, and in the interest of filling the job at the lowest cost many employers use contingent recruiting as a last resort. Normally hiring managers want the job filled ASAP, and the time lost waiting for a winning “lottery ticket” can be hard to overcome. We expect you know the unique challenges faced in filling the position, and that you will request a contingent search when you are confident it is necessary to ensure that the best candidate is hired. As an overview, for positions requiring a specific technical/personal skillset, and/or top professionals from the Big 4 or a leading corporation, consulting firm, or a top academic institution, it would normally require using a contingent recruiter to be confident you have hired the best candidate.

Why should we use a Contingent Recruiter?
Remember there is no cost unless the candidate is hired and performs, and when you use a contingent recruiter you receive a FREE OPTION to hire the best. Also remember your competitors are likely using a contingent recruiter to fill similar positions, and not using can lower the chance that the candidate agrees to interview and accepts an offer. (Candidates are normally very reserved with employers, but are very open to external recruiters about what they really want, and we are in a better position to learn specific objections that ALL candidates have when presented with an opportunity to interview or given an offer, and we routinely turn an initial interview or offer rejection into a happy long term employee by working with both the candidateand employer in solving problems). Please call Skip Steele at (312) 588-0800 x22 if you have any questions about your specific hiring challenge.