Category Archives: Staffing

Hiring Is About To Get Really Difficult!

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One thing was abundantly clear from speakers and thought leaders at SHRM 2015, hiring is hard, and it’s about to get much harder!

That isn’t good news for any of us in HR and Talent Acquisition. There are two forces that are currently happening that are making hiring more difficult than it has been in over ten years:

  1. Solid economy and job growth.
  1. Baby Boomers leaving the workforce.

This isn’t earth shattering information, we all kind of new this was happening.  The issue is we are now all beginning to feel this in every part of the country and in almost every job category.  This means some things are going to happen, and the top HR and Talent Pros are already preparing for these:

  • Wage Growth: CareerBuilder CEO Matt Ferguson spoke at SHRM on Tuesday and had some great data showing that organizations see wage growth of around 5% in 2015, and similar in years to come. Are you budgeting 5% increases? I’m guessing not!
  • Recruitment Process Challenges: How many steps does it take to apply for a job in your organization?  If it’s more than two, you’ve got problems!  Can someone apply for a job online with your organization without having a resume? Why not?  Matt also showed data from CareerBuilder showing 40% of HR and Talent Pros have never applied for one of their own jobs to better understand the true experience!
  • Technology Challenges: Do you have a way to reengage candidates in your system on a regular basis?  A system that allows you to let great talent know, that you already have in your system, when you have an opening that fits them? It’s called CRM, and only about 20% of companies have technology that can do this important recruitment marketing function!
  • Job Design Challenges: Too many of us are working and designing jobs like we are living in a society that was pre-internet, pre-ultra connected. We still think we need employees sitting in front of us from 8-5pm, Monday thru Friday. If they aren’t sitting in front of us, they must not be working! Indeed shared that 80% of job searches on their site include this single word: “Remote”!  Are you adjusting those jobs that can be flexible?

Those organizations that believe they can recruit and get talent like they have been doing for the last couple of decades are going to fail.  It’s really that simple.  Talent attraction will be a powerful strategic differentiator for organizations over the next decade, like almost no other time in our history.

The good news?  At no other point in our history do have access to the information on how to be successful!  Twenty years ago, doing great talent acquisition was mostly trying stuff and getting lucky.  In today’s world you can learn easily how the best organizations are attracting talent at conferences, on websites, in blogs, webinars, etc.  There are so many sources of this information, that we now have no excuse to improve what we are doing.  We just have to do it!

 

Too Small, Too Slow, To Succeed

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Regular readers of this blog know I’m a huge Michigan State fan, and a basketball fan. So, this week, when the Golden State Warriors won the 2015 NBA Finals I was excited.  Not because I’m a big Warriors fan, although I do love their style of plan, but because former Sparty, Draymond Green, is on the Warriors and played his butt off!

Three years ago Draymond was the National Collegiate Player of the year, then he got drafted in the second round.  Normally, a player reaching that level is a for sure lottery pick, but DayDay was told he was too small, too slow, didn’t have enough skill to play in the NBA.  What they didn’t measure was his ability to lead and his heart to win:

CBSSports.com’s Zach Harper captured Green yelling to his mother, Mary Babers-Green, “Mom, they told me I can’t play in this league!”…”That’s what they said,” Green said postgame. “I won the national player of the year award in college. Consensus all-American. I made every single first-team all-American [team] that you could possibly make. And I was a second-round pick and a lot of people said I could never play in this league. Too slow, too small, can’t shoot well enough, can’t defend nobody, what does he do well? He doesn’t have a skill that stands out. I got heart and that’s what stands out.”

Constantly, throughout the playoffs you heard the Warrior players and coaches say that Draymond was the heart and soul of this team.

That’s the secret sauce to hiring.  You need to hire more employees like Draymond Green.

Employees who appreciate the opportunity they’ve been given.  Want to prove to everyone they are better than other think, but confident in their own abilities.  Willing to work harder than almost everyone else to make it happen.

Sounds easy, right!?!

It’s not, it’s almost impossible to find individuals that have those traits and also fit within your culture!  The Warriors got lucky.  Second round picks in the NBA are throw away picks, most of those players never make an NBA roster.  You can get lucky as well.

Most of the traits you are looking for can be screened if you’re looking for them. The problem is we are usually screening for two or three main criteria when looking at candidates: Do you have the skills for the job? Are you willing to accept the salary we have for this job? Are you ‘hickey’ free? If yes to all three, move forward to hiring manager.

This is where we fail. Things like heart and passion and desire are the differentiators that make someone success. You still need to have the skill, but all skills being close, you then need the intangibles.  Too often we choose someone based on their skill was slightly better.  Once you get to a certain point in skill, a little more skill doesn’t make that much of a difference.

At that point you want to look someone who has a chip on their shoulder. Something to prove. To show the world, yes, I can do it.

“Mom, they told me I couldn’t play in this league!”  Said the man holding the championship trophy.

 

T3 – Recruiter Sidekick

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Today on T3 I take a look at the talent acquisition tool Recruiter Sidekick. Recruiter Sidekick helps take care of one of the biggest issue we all face in Talent Acquisition, regardless whether or not you are agency or corporate.  We do a terrible job a mining our own internal databases!

Your internal database in the most underutilized resource that you have.  I could go into most corporate talent acquisition shops and fill 35-40% of their jobs from their own database, without ever having to use another tool to find and source candidates!  How do I know this?  I’ve done it.

This is the primary idea behind how Recruiter Sidekick was developed.  It runs like an extension to your ATS and acts like a referral engine from your own resume database.  It basically looks at every new requisition being put into your ATS and instantly begins searching, based on their own proprietary algorithm, and sends your recruiters a “top 10” list of candidates that most closely match your requisition, that are already in your database.

Think about this concept for a minute.  Two years ago you were hiring for a specialized position in your company.  You presented a number of candidates to your hiring manager.  She interviewed three, and eventually chose the one.  Two more years pass, and you’re growing, or you had someone on your team retire, and now you need to go hire another person in the same role.

Most organizations – like 99% – just do the same thing they’ve always done. They’ll take the new position, input it into their ATS, it will get posted to your career site, maybe a few others, and you’ll begin the process of looking at those candidates who are ‘now’ available.  But, what about those other two candidates two years ago who wanted to come work for you, but someone just beat them out.  Now they have two more years of experience. Maybe one of them is the ‘one’!

In a nutshell, this is what Recruiter Sidekick helps you with.  Recruiter Sidekick doesn’t let you forget you have unmined gold in your own database.  All of this for $10 per month, per recruiter.  It’s a niche piece of software to be sure, but one that almost all of us can use.  Heck! I’m paying an intern right now to just do this, mine our own internal database for talent!

Check them out. For the price you really can’t go wrong!

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

The Biggest Lie HR Tells Candidates

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No one ever wants to admit this but it can be really intimidating working with someone who is way smarter and more talented than you.  This is the basis for the biggest lie HR tells candidates.

You are Overqualified!

Truth be told, no one is ever ‘overqualified’ for a position.  You might have more qualifications than the organization needs for the position you are interviewing for, but that really isn’t the issue.  The issue is the person interviewing is scared that you are better than they are.

Back in the day, HR pros and hiring managers were trained to give the excuse to overqualified people that we won’t hire you because you’re overqualified and we are scared that you won’t stay in this position, and you won’t be satisfied.  Yeah, right! It’s not that we don’t want you! You won’t want us, because you’re so talented that you’ll get bored with this position and leave.

It’s such a lie, and yet, for decades we just accepted it as truth.

Being overqualified isn’t a negative, it’s a blessing! Companies should be bending over backwards to get overqualified hires.  We no longer live in a culture where people are going to stay in the job for 40 years. If you can get a good 3 to 4 years out of hire, you’re doing great.

Take the best most qualified person you can get for every position you have in your organization and let them do great things. Being worried the person will won’t be ‘engaged’ long term is silly.  That’s not for you to worry. Hire great talent and get out of their way.

The bigger reality we face in most organizations is we aren’t hiring ‘overqualified’ people because your hiring managers are intimidated to hire someone who is better, or who could become better than they are.  This is the mentality we must change in our organizations.  You can’t get better if you don’t hire better.  Hiring under the level of talent you have now is a slow slide to becoming an organization no one wants to work for.

T3 – @ZipRecruiter

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This week on T3 I take a look at the Talent Acquisition technology ZipRecruiter.  Unless you’ve been living under a rock the past year, you couldn’t have missed the media and marketing blitz ZipRecruiter has been putting on.  You can’t turn on the radio without hearing one of their ads, so I was intrigued to find out who and what they actually were!

ZipRecruiter is an online job distribution and job board service. The web-based platform aggregates applications from job boards and provides tools for applicant tracking and screening. It is a subscription-based SaaS for employers, recruiting firms, and staffing agencies. They have about 5.2 million resumes in their database. They also have a new product called ZipHire which helps you onboard candidates.  When you post your jobs they go out to over hundred free sites, and you have options to buying up for pay sites like Monster and Careerbuilder at a reduced rate.

For all intensive purposes ZipRecruiter/Hire can act as your ATS and System of Record.  It’s not as functional as those designed to be that, but their goal isn’t to be an enterprise level system. Their goal is to give SMB clients similar technology that the Fortune 500s are getting to play with at a greatly reduced cost, and they seem to be doing it! This is a technology designed to be used by smaller and medium sized shops for folks who might not be as technology savvy as large HR shops. Easy to use. Easy to get started.

5 Things I really like about ZipRecruiter: 

1. Zip is not shy about saying this is who we are, and this is who we aren’t. They do really well with high volume hiring jobs – service level, call centers, skilled trades, etc. They’re inexpensive to use and get your jobs out on the web to hundreds of locations and drive traffic to your postings.

2.  InstaMatch technology which automatically shows the user which candidates within their database is the closest match to their opening. For big shops this is a no brainer, for small shops this is a pretty cool function.

3. Interview type pre-screen filter questions.  For those who don’t have an ATS or don’t have this functionality within their ATS this is another great feature most SMB HR shops don’t have.

4. You can have multiple companies, divisions, locations, etc. all under one account.  Your corporate office can set the account up, then you can allow all of your locations to run their own postings, but it all roles up to the corporate account giving you visibility of who is using it and how it’s going.

5. Zip has a Job Widget you can put right onto your careers page, so people can applying directly to your jobs on Zip from your career site. Again, many SMB companies don’t even have technology to post jobs on their career site/page and this makes it super easy for them to do so.

ZipRecruiter is growing extremely fast and has hundreds of thousands of companies using them, so they are proven to work. The feedback I’m hearing in the industry is that for the price their users are extremely happy with what they are getting, especially on the non-technical/professional level job postings.

Check them out, they are pretty inexpensive and set up under a Saas pricing model where you pay monthly based on how many job you want to post on Zip.  This can also be changed month to month. One month you need to post ten jobs, but the next six months you only need a couple, Zip allows you to flex your plans to meet your needs. Their prices are public, free trial to start, but for posting 1-3 jobs you’ll pay $99 per month.  If you have high volume lower end jobs you almost have to try it for that price!

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

The Path to Becoming a Highly Selective Employer

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We all think it, don’t we?  We all want to believe in this notion that we only hire the best and brightest. We only hire quality.  We are ‘highly’ selective.

We’ll show our executives really cool data that shows how ‘highly’ selective we are.  Stats like number of applicants per hire. 25,000 people applied for this position, and we only took the best one!

Time magazine  took a look at college admissions at highly selective colleges. Schools like Harvard, Yale, MIT, etc.  Schools that are super hard to get into because of how selective they are.  You know kind of like the hiring process of your organization. From the Time’s article:

“What many parents and students don’t realize is that increasing numbers of applications isn’t necessarily a sign that it’s harder to get into a selective school; rather, it’s a sign of changes in behavior among high school seniors. More and more people who aren’t necessarily qualified are applying to top schools, inflating the application numbers while not seriously impacting admissions. In fact, it has arguably become easier to get into a selective school, though it may be harder to get into a particular selective school…

The most recent study available from the National Association for College Admission Counseling shows that between 2010 and 2011 (the most recent years available), the percentage of students applying to at least three colleges rose from 77% to 79% and the percentage of students applying to at least seven colleges rose from 25% to 29%. In 2000,  only 67% of students applied to three or more colleges while 12% applied to seven or more.”

The net effect of this behavior is to create an illusion of increased selectivity. Especially at the most selective schools, an increase in applications leads to the acceptance of a smaller percentage of the students who apply. However, students who meet the academic and extracurricular thresholds to qualify for competitive schools will still get into a selective college; it’s just less likely that they’ll get into a specific competitive college. These schools work hard to not admit students who won’t attend;  the acceptance rate and the matriculation rate (the percentage of accepted students who attend) are key measures in many college ranking methodologies, so both admitting too many students and admitting students who don’t attend can hurt a college’s ranking.”

An illusion of increased selectivity…

You see, just because you turn down a high number of candidates doesn’t make you more selective. It makes you popular.  Too many organizations, and HR departments, are marketing that they are highly selective based on some simple numbers that give an illusion of being highly selective, when in reality, they’re just good at processing a high number of applicants. That’s different from being ‘more’ selective.  Just because you turn down 24,999 candidates doesn’t make you selective. It just means you have a high number of applicants.

So what does make you selective?

I would say Quality of Hire, but that measure is totally subjective in most organizations. Can you demonstrate with real measurable items that the applicants you’re hiring are better or getting better than those previously hired?  Most organizations can’t.

You need to being some sort of pre-hire selection science model that you and your hiring managers believe in. This science gives you measures that you can compare over long period of times and every applicant has the same measure.  This creates a real evidence that you’re becoming ‘more’ selective and on your way to becoming ‘highly’ selective.

 

The Number One Reason Hires Fail

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“Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.”

Albert Einstein

Its about that time when the HR conference season gets into full swing, so I’m beginning to prepare myself for the hundreds of conversations I’ll have with great HR Pros all over the world.  One thing that I will hear over and over, and more than anything else is: “HR just doesn’t get…”  To be honest,  I think HR gets a whole bunch, but I think many of us lack the courage it takes, at the right time, to show how much we actually get.  So we sit there with our mouths closed, and others then have this perception we don’t get it.  But we do. We just weren’t able, or ready, to put our necks on the line, at that moment.

I do agree, though, that there are still certain things we struggle with in HR.  For me, the above quote from Albert, sums up what we still struggle to appreciate in HR. We hire people for one set of skills then upon arrival, or at another point in their tenure, expect them to perform a different set of skills.  This behavior happens everyday in our organizations. It’s a classic reason at why most people fail in your organization.

I bet if you went back and measured your last 100 terminations in your organizations, 60% of your terms would fall into this category:  person wasn’t performing, but the job they were asked to do was different from what they were hired to do originally.

So, what is it that we still don’t get in HR?

We don’t get the fact that we hire for a certain set of skills and the job changes, so we now need a new set of skills.  Training and Development are still living in this dream that they can drastically change adult learners by having a 4 hour training session and having each participant sign a sheet saying they received the training. Then, we all sit around a conference table analyzing our turnover and wondering what happened, and why all these people magically turned into bad performers.  It’s not them, it’s us!

So, what can we do about it?

The first step is realizing HR, and the organization, are part of the problem.  You can’t hire a bunch of fish because you need great swimming skills, then change the skill need to climbing and expect your fish to turn into monkeys.  It has never worked, and it will never work, even if you change your department’s title from Training to Organizational Development.

So, do you just fire everyone and start over?

Maybe, if the skill needed to change is that drastically different. More realistically, we need to have better expectations on the amount of time and effort it is going to take to get people back to “average” performance, not “great” performance.

Setting realistic expectations with your operations partners will give you a better insight to what route your organization is willing to suffer through.  Either way, there will be some suffering, so plan on it and prepare for it. Then go buy a bunch of bananas, because if want those fish learn how to climb, they’re going to need a lot of incentives!

Top 10 Sources of Online Hires

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Silkroad recently released some results from it’s annual client survey (also released by Indeed as you can imagine from the results!), which is a rather large sample. The chart that caught my eye was this one:

Source of hire

Keep in mind these are external online sources only. These don’t include an companies own career site, employee referrals, etc. Still the information is intriguing, and almost matches my own internal numbers for my company, which means I tend to believe the data!

Indeed being number one as a source for corporate hires isn’t not surprising. If a candidate is looking for a job today, they go to Indeed to start looking.  What is surprising is the LinkedIn number!

6% of external online hires are coming from LinkedIn!

So, you need to ask yourself: How much money are you spending on LinkedIn as compared to the other sources that are getting greater results?  Indeed, CareerBuilder, other various specialized job boards, etc.

Would have ever thought that LinkedIn would have been the exact same percentage as Craigslist!?!

Obviously, the candidates you are getting on LinkedIn are different than the candidates you’re getting on Craigslist. Not many professionals are looking for jobs on Craigslist, but you will find a ton looking for lower skilled, service level jobs.

Based on the data above here’s what you need to do:

1. Are your jobs being scraped by Indeed? Have you checked?  If not, you better make this happen! (Same for SimplyHired)

2. Are you using CareerBuilder? Postings? Resume database? Might want to check into what they’ve got going on!

3. If you have a LinkedIn Recruiter seat, are you getting a good ROI for your investment? Would you get a better ROI is that same amount of money was spent for things like sponsored jobs on Indeed, or most job posts on CareerBuilder? Maybe you need to do some testing.

4. Are you using Craigslist to help fill your lower level positions?  You know it’s free, right?

5. What the hell is Seek?  Oh, it’s a job board in Australia, you can forget about that.

6. Don’t forget about your other non-online sources: Referrals, your own career site, local state employment offices, alumni, your own internal database (this is the most under utilized source of most companies!), etc.  These probably fill more than all your online sources. How much money are you investing in them? (it’s usually a lot less than online sources and a huge miss for ROI)

T3 – Greenhouse.io @Greenhouse

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This week on T3 I review recruiting and applicant tracking software Greenhouse. Greenhouse is one of the newer players in the ATS space having only been in the market about three years, but they’re making a ton of noise.  Primarily designed to be used in the mid-sized and under market, 1000 employees and under is their prime user base.  Heavily used in the startup and tech space (Pinterest, Uber, Twilio, Zenefits, etc.).

Greenhouse take a best in breed approach, partnering with some of the best talent acquisition tech vendors to deliver the best to their users. Companies like Entelo, HireVue, RolePoint, RecruiterFi, etc., all integrate seamlessly with Greenhouse.  I actually prefer this approach (for SMB HR & TA shops), because I like the best technology available, versus an enterprise ATS level system which is usually solid, but not fantastic.

As you can expect Greenhouse isn’t your Mom and Dad’s ATS.  Older designed ATS systems are designed around one core process and most fail because you don’t like that one process. Greenhouse is designed around the core principles of talent acquisition and all you need to do within that function, and you do it the way you want.  Greenhouse isn’t a talent acquisition software, it’s an organizational software, because everyone in your company as access, specific to their role.

5 Things I really like about Greenhouse:

1. The Interview Plan. One of the coolest things in Greenhouse is how they handle interviews. It’s a structured process that drives consistency, delivers interview kits to each interviewee, and describes their role and what they need to get out of the interview. This eliminates an interviewee interviewing with 5 different people and having them all ask virtually the same questions.

2. The Sourcing Plan.  Again, Greenhouse structures the sourcing plan in a way that everyone knows their role and what they are responsible for. They also have full integration with LinkedIn, if you have a LI recruiter license, to allow you to do all of that sourcing from one system.

3. Candidate Scorecard.  Greenhouse has designed a candidate scorecard that easily lets you compare candidates by more than just a rollup number, but by specific skills, cultural fit, qualifications and other details. This lets the organization make a more informed decision on who and why you should select one candidate over another.

4. Agency Portal. We all use staffing agencies. Wouldn’t it be nice to be able to manage all that you use within your ATS?  Greenhouse does this, and actually will show you agency performance metrics to boot!

5. Data analytics are very robust. I really liked their pipeline stats feature which you can set up by individual or team. If a candidate is stuck at one spot in process, the system alert you that you need to go kick a hiring manager in the butt and tell them to get going on a certain candidate, etc.

It’s easy to see why Greenhouse has the buzz in the industry right now from an ATS perspective. If I was running a corporate talent acquisition shop right now, they would get high consideration from me as the tool we would be using.  An ATS is an ATS, but I love how Greenhouse has taken the traditional model of an ATS and made what an ATS designed in 2015 should be.  Easy to use, intuitive, great tech and works the way we need to work in today’s tight labor market.

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

What ATS Should You Select For Your Company?

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If you read Monday’s post on Crappy Employment Brands, I told you I would answer the most asked question in HR and Talent Acquisition of all time.  It’s goes with the title to this post, and almost anytime I speak I get at least one person who will ask me this question during the Q&A:

What ATS (Applicant Tracking System) do you use?

The question is basically irrelevant unless the person asking me works in the exact same industry and business that I work in (IT and Technical contract staffing). Which they usually don’t. Usually, it’s a corporate HR or Talent Pro.  My ATS software is designed for something completely different for what they want.

But, more importantly, the question is asked because so many people believe that the ATS is the secret sauce to successful recruiting in corporate talent acquisition.  It’s not.  The secret sauce to great hiring is only expedited by your recruitment technology.  If you suck at hiring, the best ATS on the market will only make you suck at hiring much faster!

The best ATS systems will give you great functionality that includes CRM, recruitment marketing, recruitment automation, talent communities, great sourcing tools, assessment/screening technology and interview technology baked into the product,  onboarding, etc.  The worse ATS systems give you a basic product that will allow you to accept applicants online and process them through some sort of hiring process.

There are literally hundreds, if not thousands, of ATS systems on the market.  Most people will demo three or less. There is an ATS that is right for you, but you have to be willing to look at a lot of them.

So, what ATS should you select for you company? I’ll give you some tips:

1. Select an ATS you can afford. That sounds obvious, but most HR and Talent pros over-buy on their ATS, for the amount of hiring they do. If you only hire a hundred people a year, you don’t need an ATS that costs $100K per year to own/rent.  You can great ATS software for a few thousand dollars per year.

2. Select an ATS that has the functionality your business needs.  Again, obvious, but missed by most new buyers. If you don’t need talent communities, paying for talent communities is a waste. If you organization won’t use video interviewing, why are you buying it baked into your ATS.  If you definitely need a pre-employment assessments baked in, you can find a system that will meet your needs. Don’t settle.

3. Select an ATS that most closely fits your hiring process. This sounds stupid, but the majority of ATS failures have nothing to do with the ATS and everything to do with you not willing to change your process. You take the ATS and force them to do all sorts of changes to fit your broken process, and in turn break their proven best practice process. In the end, you fail and blame the ATS. Save yourself the headache and find an ATS that does the flow exactly how you want it. Some are very configurable and will allow you to change and keep changing your process. Some aren’t configurable at all.

4. Select an ATS that you feel you could start using immediately after the demo. ATS systems should be very easy to use. If you feel overwhelmed by the demo, it’s not the right system for you.

5. Select an ATS you can grow into. If you aren’t going to grow, you don’t need to worry about this, so don’t get talked into it.  Most ATS systems are designed for a certain level of hiring. The best vendors will be honest and tell you, the worst will tell you what you want to hear. Find out who their clients are that are your same size and demand to talk to them. If they don’t give you that access, run.  The good vendors will bend over backwards to get you to talk to their current clients.

If you don’t have an ATS, you should be fired. There are literally four or five major players in ATS technology that will give you a one user system for FREE (and only a few hundred dollars to add other users)! Of course, you get what you pay for, but you need to start somewhere! No company that is hiring should not have an ATS. The prices range from Free to millions of dollars.

What ATS systems do I like?  There are bunch: Workable, Jobvite, Bullhorn, Greenhouse, Taleo, Newton, The Resumator, Silkroad, iCims, SuccessFactors and Gr8People, in no specific order.

Here’s the funny thing. Some of you use one of these from above and hate them! That’s ATS technology. Most people think everyone elses ATS is better than what they’re using. The reality is, most do about the same thing – post jobs, accept resumes, some stuff in between, BAM you’re hired.