Want to change jobs?
Want to change jobs?
Here’s an on-line idea
Despite more than 3,500 job sites and thousands more corporate sites now posting jobs on the Internet, the chances of a health care candidate finding an ideal job on-line are still like finding a needle in a haystack, according to Management Recruiters International (MRI).
The search and recruitment organization aims to change those odds with BrilliantPeople.com, its on-line recruiting and career site.
The on-line job market for the health care industry is still fragmented, and the process is haphazard, which greatly reduces the chances for successful matches between an employer and a job seeker, says Mary E. Carter, account manager in human resources for MRI Cherry Hill in Philadelphia. Most health care job sites today are based on a classified ad model: Jobs are posted, and candidates are left to ferret out opportunities.
BrilliantPeople.com has solved many of the problems that plague on-line recruiting by creating a "recruiter village," as Carter calls it. The recruiter village houses 17 neighborhoods, each representing a specific industry. Each neighborhood, including one that covers health care, is governed by an elected mayor and a voluntary council of between five and nine industry recruiters.
The council meets about once a month to discuss such issues as which job categories, job functions, and skills should be included in that neighborhood. Industry standards for candidates are set by council members.
"A major benefit in our villages has to do with confidentiality," she notes. "With resume banks, you don’t always know where the information is going. Particularly at the manager, director, and executive level, candidates need to have a comfort level that the information is not going anywhere else, that others won’t be privy to it."
At BrilliantPeople.com, Carter says, "the only people who see the information are those who are members of our service." That means there is no danger, she points out, that a candidate’s employer can review resumes on the Web site.
Account executives, who work primarily with clients, and project coordinators, who focus on recruiting, use key words such as "admissions," "management," and "outpatient" to identify candidates for various positions. Recruiters then may contact candidates personally if they meet the requirements for an open position.
The process works both ways, Carter explains. Candidates themselves can search job postings for those that meet their criteria and then specifically apply for them.
Candidates begin the process by logging on to the Web site and setting up a personal account that allows them to create a profile of their skills, background, and experience. The job seekers then submit their resumes and set up "job agents" — smart electronic utilities — that e-mail job opportunities that fit their profiles. The job agent keeps a running tab of the jobs for which the candidate has applied.
With most job sites, Carter points out, even if a candidate does submit a resume, often nothing happens. "Companies posting jobs may get hundreds or thousands of resumes for one job. They simply don’t have a filtering process in place to identify the top candidates quickly."
The health care neighborhood includes 201 recruiters, making it one of the largest neighborhoods in the village, she says. The BrilliantPeople. com site averages 14,000 visitors a day and contains more than 70,000 job candidate resumes, Carter says.
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